Eight Amazing Ways Technology Can Improve Your Recruitment Strategy

Finding new employees was usually a time-consuming, complex, and inflated process in the past. It involved newspaper advertisements, recommendation letters, resumes handed in personally or emailed to HR departments, and extended bland interviews.

But thanks to the latest technological advancements, recruiting new staff has never been easier. Today, businesses can find qualified and well-collected candidates from anywhere via a few scrolls and messages from their smartphones.

What’s more, talent managers use technologies to expand their bandwidth, make the entire process painless, and drive value to create a phenomenal recruitment strategy.

Artificial intelligence, automation, data, cloud computing, and many other new technologies are upending redundant HR processes.

Safe to say, technology has also increased the size and diversity of today’s candidate pool. These advancements, in addition, have created a whole new horizon of opportunity for job seekers.


So, if your business is looking to improve its recruitment strategy, here’s how technology can be of use:

1. Online recruiting platforms and tools

Old job deck websites had limited functionality, resembling an online version of a newspaper’s classified ads.
Thanks to technology, there is a new era of job boards today. It includes online job recruitment portals that use social networks, complex algorithms, and job aggregators to simplify the job recruiting process.

Today’s platforms and tools make it easier for businesses to find applications, but they also assist in analyzing them.
An example of this is Cleantech recruitment, a recruiting platform that uses advanced search methods to skim through a pool of professionals and find a perfect candidate for your business.

Furthermore, today’s online job boards simplify employers and job seekers to find each other, creating interaction and connection opportunities that enhance the candidate experience.

2. Online interviews

Companies can now conduct interviews without requiring applicants to come to the office physically. Previously, many applicants would wait in an office’s reception area for their turn for an interview.

A “face-to-face” interview using Skype or other video conferencing tools is possible without the fuss of travel or long waiting hours, providing a valuable and cost-effective way to screen applicants.

Employers can reach out to global talent who may be willing to move by interviewing job candidates via the web.

3. Knowing WHO to hire

Technology has a significant – and overwhelmingly positive impact on who enterprises can hire. Employees now have the legal right to request flexible hours.

However, many businesses cannot accommodate these requests, particularly for time-sensitive roles that must be performed during specific hours. Customer service representatives are a prime example.

The technology effectively bridges the gap between what candidates want (especially young workers who want to set their hours) and what businesses need to succeed.

Cloud storage, real-time communication services, and mobile devices enable businesses to develop strong, effective remote working policies, opening up new avenues for recruiting from talent pools that were previously unavailable.

4. Reducing bias and promoting diversity

While organizations nowadays strive for objectivity when hiring employees, humans can unwittingly bias their decisions based on various factors.

This bias has unanticipated consequences for the organization, such as affecting the profitability or a firm’s ability to perform better.

Some companies have even integrated artificial intelligence (AI) into their hiring processes to eliminate bias.

Some use AI-driven tools to attract job seekers, whereas others use AI-driven algorithms to find in-house talent by identifying leadership qualities in employees.

Although AI still has some flaws to work out, it’s definitely on the rise.

5. Seeking good talent

When it comes to incorporating new technologies into recruitment, some are more budget-friendly than others. It enables the company to hire a large number of valuable employees.

When it comes to selecting people, technology moves at a breakneck pace.

There is an applicant tracking system that can manage all candidate applications, and this system can also sort the candidates in any order.

The application tracking system makes it simple to view resumes, job openings, skill levels, and other information.
Furthermore, this application is beneficial if you want to source candidate resumes from one application to another.

6. Transforming candidate experience

Candidate experience didn’t matter much back then, but it’s now an essential aspect of recruiting. Technology has revolutionized this by making the process more efficient from the start: by making jobs easier to find, data more accessible, and the process more personalized for job candidates.

For job seekers, candidate experience is necessary because half of the job candidates will not work for a company with a poor reputation.

Given the ability of employees to review companies and their experiences working there online, job seekers can (and will!) avoid workplaces that are perceived negatively.

Other than that, technology allows recruiters to provide candidates with a better experience during the interview process.

Job seekers can take specific tests to continue learning new skills, stand out from the crowd, and impress recruiters even before they receive an interview.

7. A proper assessment of skills

We used to rely on words and credentials on paper, which could be easily forged with an incorrect number in the references. We also consider charisma, potential, personality, company fit, and learning ability.

While these are visible in an interview, fundamental skills are not seen until you see the employee in action.
The unfortunate reality is that the cost of hiring, recruiting, and onboarding a new employee can exceed $240,000, and this is something no one wants to lose.

But with technology, companies can now assess the competency level and skills of individuals applying for jobs.

8. Benchmark analytics

Data-driven practices are everywhere – and for a good reason. They drive efficiency and help reduce the amount of guesswork involved in regular business operations.

Data analytics has been a significant trend in the hiring landscape for almost a decade. According to a Harvard Business Review study, businesses like Google began experimenting with hiring possibilities in 2010.

Ever since then, companies worldwide have adopted analytics in their business practices.

Why is that so? It is because analytics offer hiring managers and businesses more transparency into how employees will perform on the job.

In short, data analytics can help managers recruit high-quality candidates and improve their internal processes.


As evidenced from everything above, technology is more than just enhancing the processes of your existing workforce; it is about ensuring that you hire the absolute best for your business.

And while you leverage the power of technology to recruit new people, understand that human opinion should also matter.

After all, recruiters work with people. Both technology and humans have flaws; for example, while humans can be biased, technology can cast-off excellent non-traditional applicants.

So remember to keep the “human touch” alive while incorporating technology to recruit new staff members.

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