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How Technology Helps in Job Recruitment

Searching for a job has always been a rather stressful process. Anyone in the current workforce would have to agree that hunching over a laptop, or keyboard, meticulously searching for job listings on online classifieds, rings a familiar bell. There is also an air of uncertainty, and after browsing listing after listing, there is always that sense of dread about whether you are going to be hired or not. Regardless, this process is a necessary hill that needs to be surmounted to get the job you like. In this regard, this shouldn’t be seen as an obstacle but a learning experience.

If you look around the current state of the hiring process, the usual way to get hired is by sending an email to the hiring manager of the firm and expecting a reply. Alternatively, another option is to use an online profile tool and send applications to multiple employers at the tap of a button. This method is by far the most convenient, as it allows candidates to apply for positions easily, and also simplify the screening process for employers. It also allows employers to access analytics on the applicants, and refine their listings.

As things stand, the current hiring market is heavily skewed in favour of candidates. This raises the bars for employers as it’s a race to secure the best candidates for a position. The result is that techniques and methods used for hiring have also seen a proportional enhancement. Although there are a select few, who prefer to use traditional screening methods for candidates and don’t believe in the efficacy of current techniques. However useful they may be, there will undoubtedly be some limitations and restrictions, which their tech counterparts would easily surpass.

Instant Messaging

Although instant messaging has been around since the dawn of SMS, recent developments in the platforms used for instant messaging allows candidates and their prospective employers to communicate better. For instance, it is possible to send someone a calendar entry, which simplifies the process of arranging meetings and interviews. Also, the calendars can be sent to multiple eligible candidates at the same time, and in case of any grievances, the employer can receive a message to reschedule. These entries point out the date of the meeting, and the times too. What’s more, is that the time creates a reminder on the candidate’s personal calendar, making it easier to remember.


Just as how a store or restaurant has a review system which diners can use, firms and companies also have reviews from existing and former employees for prospective candidates. Before a candidate decides to apply somewhere, knowing the work environment and company culture beforehand is a major step up. The days of glitzy meeting rooms hiding the morose working conditions are now a thing of the past. It also allows candidates to see if they would be able to fit in with the culture, and also its long term impact on their wellbeing. It also allows candidates to see if the wages are paid on time and the leave-friendliness of the firm.

AI and Machine learning 

Although the word AI has been thrown around a lot, something most employers don’t know is that it can be used quite well in the hiring process. Despite its technical nature and near-vertical learning curve, AI can be used to streamline the candidate screening process, by essentially acting as an interim hiring manager scanning through applications. Applications of an AI system aren’t only limited to hiring, and there are surveys which have shown that an AI-equipped system is quite versatile, and in some cases, have already seen applications in workplaces.

Better Tracking

The usual method of receiving resumes and CV’s for applicants is email messages. However, keeping track of emails can be challenging, especially if the sheer number of candidates applying is in the double or even triple digits. In this situation, having a proper sorting algorithm for applicants, designed to categorize candidates based on their interviewing process is more than necessary. Moreover, there also needs to be a physical hiring manager in the flesh looking through those profiles, particularly for candidates whose skillset or qualifications look promising. For this situation, a recruiting software would be ideal.

Social media

With the leaps and bounds made by social media platforms, there really is no other alternative than to reach candidates directly. Nearly every person on the planet is a user of a social media platform, and that is even truer for a professional. Despite its apparent creepiness, a candidate’s social media profile speaks volumes about the suitability of the client for a position. From the perspective of a candidate, getting in touch with a hiring manager on a social media platform would indicate interest. It would also provide a more relaxed form of communication to boot, putting both parties at ease.

Remote interviews

Although the idea of an interview conducted through video calls is relatively common, what isn’t common is a live demonstration of one’s skills and talents. Just as an interview on live chat measures the candidate’s communication and interpersonal skills, advancements in technology have made it possible to hold a simultaneous assessment of their skills too. A candidate applying for a software position such as programming or designing could be asked to complete a timed assignment during the interview, and send the results back to be assessed. Upon receipt, the candidate could be evaluated properly by taking both factors into consideration.

Better outreach

Speaking from a marketing POV, just as a marketing strategy aims at targeting the best audiences for promotions and awareness, the same rule applies for the hiring procedure as well. There is no use promoting a software-related position, on a forum purely dedicated to discussions on plumbing. Although a standard listing on a classified website would suffice, the diamonds in the dark often need to be approached directly for best results. There are numerous online boards and forums for professionals in all areas and industries, and while job positions might not be allowed for posting, there is a chance of finding a thread or two where it is.


Perhaps the most vital determinant when it comes to reaching the ideal candidate, the internet is home to massive reserves of data, waiting to be analyzed. In fact, a majority of hiring managers believe that data is the key to getting the best candidates for any position. This holds true as nearly every professional out there has an online presence. Through social media pages, all the way to employment websites, there are tons upon tons of candidates just waiting to be discovered. While this does require some effort on the part of the hiring manager, the reality is that since every hiring manager is looking for the best candidate, it’s no longer a matter of choice.

Author Bio

Caspar Lee is a fervent blogger with extensive expertise in education, travel, health, lifestyle, career and technology based writing. He is at present an academic consultant for Dissertation Help an organization helping students to find ease and peace of mind with better results.


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Written by Caspar Lee

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