Technology nowadays is in a rapid boost when it comes to improvements. From basic communication, news, information, and even recruitment processes, both employers and employees can make the recruitment process fast and crystal clear by using efficient technology for business.

Usually, there are 4 processes during recruitment. First is creating an opening or inviting job seekers to apply for a certain position on a company. Second is sourcing candidates by asking for referrals from the applicants. Next is the screening of applicants wherein they will determine if the applicant is qualified for the vacant position. Last is the final interview wherein the applicant is screened by an executive or by an assigned recruiter.

So, where does technology take its part here? Is it really effective than the old-fashioned way of the recruitment process? Here are the bits and pieces of how technology helps in recruitment processes and how convenient it is for both applicants and employers.

Creating an Opening for the job vacancy

Many of us while taking a walk at certain places encounters people who give away flyers and asks you to apply for a company that is currently having a speed hiring for a specific job vacancy. There are also posters and print ads about a newly opened company who are massively hiring talents or workers bragging about good compensation and lots of perks once you get hired. But with technology nowadays these are rarely seen on the streets. Why? Because there are multiple websites where they can post their advertisements online about those job vacancies.

Applicants can easily see those pieces of information conveniently while browsing the internet in the comfort of their homes. Headhunters or recruiters use social media apps and websites to search for qualified applicants and send them messages and/or emails about the information and benefits that they will get when they apply to a specific company. It is how visually good an ad could be and how the recruiter creates rapport with the prospective applicant that leads them to decide to apply for the specific job.

Sourcing Candidates

During application, you usually sign the company’s personal information sheet, there is a part where they ask you to give referrals. The company will get in touch with them and will offer a job vacancy that fits them. They will be screened by a recruiter and try to win them over the phone. It actually costs them too much by hiring another recruiter who needs to call those referrals one by one. But with the latest technology like the Applicant Tracking System (ATS), a computer will compile all the applications and sort list them based on their job experience, staying power, and also by their educational attainment.

So, whenever there is another job vacancy to fill in, ATS will be able to give you the previous applications as well as the referrals that were compiled from the last recruitment that the company made. ATS is also capable of sending text messages and emails to the registered contact that was saved by the previous applicants.

Screening

This is the most crucial part of recruitment wherein the recruiter is checking all the resumes one by one to determine who is qualified and who can move on to the next process of recruitment. With the use of technology like ATS as mentioned earlier, there is no need to do this manually as ATS will do the job and will give you a list of potential candidates who passed on the AI screening done by the computer.

Interview

Usually, this is done by an executive to filter thoroughly the applicants whether they can work with the company or not. However, most of the times executives are too busy doing other things than to sit down and interview applicants.

Good thing there is now video interview, and they don’t really have to do it face to face. Or they can send a question pattern wherein the applicant is required to answer it pre-recorded and just send it via email. In this case, the interviewer doesn’t need to take too much time, they can review the recordings anytime and send a copy of the applicant who has potentials to the senior executives for approval.

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