Spotlight on How Technology Has Changed the Recruitment Process

Spotlight on How Technology Has Changed the Recruitment Process

From the implementation of augmented reality in construction to 3D printing and AI integration in hospitals all over the world, technological advancements have revolutionized virtually every industry. In this article, we look at the impact of modern technology on the recruitment process in helping employers to engage with top-tier talent and find the right person for the job with ever-increasing speed and efficiency.



As technology has advanced over the years, so has the way in which candidates search for jobs. The majority of job seekers search job listings via their smartphones, often through social media. It is for this reason that recruiters need to possess social media savvy and to post on LinkedIn, Twitter, Facebook, and even Instagram in order to help them to widen their search and reach a larger audience.


Technological innovations have made it easier than ever for organizations to reach qualified candidates all over the world. Recruiters can search professional networking sites and online job boards to target candidates in any location, widening the talent pool and making it more diverse.

This development also presents new opportunities for job seekers. Remote working roles are becoming more common. More than ever before, recruiters are reaching out to global candidates in search of specific skill sets that are challenging to source locally.

According to statistics published by Global Workplace Analytics, approximately 50% of US employees have a job that is at least partially compatible with remote work. Moreover, about 25% of them work remotely on a regular basis. In addition, up to 90% of the American workforce reported that they would prefer to telework at least two to three days each week.

Candidate Management

Candidates could drop out at any stage of the recruitment process. This is easier to manage on a small scale, since typically only a small fraction of applicants will drop out. However, in high-volume recruitment, due to the sheer scale, it can be challenging to pinpoint a particular issue.

Modern recruitment solutions provide infographics and statistics throughout the hiring process. They highlight the recruitment stage that resulted in the highest number of candidate losses. Armed with this information, recruiters can hone their strategies to improve performance in future recruitment campaigns.

Remote Communication

Modern technology helps to keeps us connected. This has significant benefits in both our personal and professional lives. In terms of hiring staff, it enables recruiters to connect with talent faster and more easily, and with increased flexibility.

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Top-tier candidates are constantly in demand. They may be too busy to simply abandon all of their responsibilities to attend a meeting in person. Video interviewing is an effective recruitment platform that enables interviewers to schedule questions and for candidates to record their responses, submitting them when they are ready.

Honest, effective communication is crucial for a positive candidate experience. According to research published by Glassdoor, those organizations that expend significant effort in improving the candidate experience can witness a 70% improvement in the quality of hires. Technology provides increased communication capabilities, facilitating the flow and ease of continual conversation. From video chats to instant messaging, there are numerous channels to keep candidates engaged and to reduce the chances that they will drop out.

Employer Branding

Companies seeking quality personnel are often under just as much scrutiny as job applicants. Savvy job seekers will take the time to research an organization before applying, so it is vital for recruiters to be aware of their company’s online presence.

When advertising a vacancy, it is important to advertise more than just the role, or simply stipulate a list of requirements. To attract top-tier talent, recruiters must paint a picture of the entire company, showing the candidate what makes their organization stand out from the crowd.

Big Data

Data is vital to the recruitment process. With so much data available today, however, recruiters needs to be savvy analysts to deal with all of this information in a meaningful way.

Analytics and AI programs are becoming increasingly intelligent and intuitive, reducing piles of resumes to a short list of promising candidates in minutes. Aided by automation and AI, big data can help recruiters to identify just the right fit for the role and their company.

Eliminating Bias

Unconscious bias skews the recruitment process. Hiring bias hurts companies. The effects stretch far beyond equality within the workplace. Studies show that diversity actually makes companies more successful. Data published by Intel identified diversity as a massive economic opportunity, with Intel estimating that increased diversity in the tech industry alone could lead to an increase of up to 1.6% in the US national GDP.

Censia’s intuitive talent intelligence software eliminates unconscious bias from the recruitment process. The AI recruitment platform helps organizations to identify, filter, and analyze job candidates to scale, connecting them with the most promising applicants modeled on high-achieving members of their organization.

Censia’s talent profiling software is plug-and-play, requiring just 10 minutes of training. The platform provides recruiters with access to a global database of more than 500 million professionals. In addition, Censia’s Ideal Candidate Model looks beyond keywords to identify hidden, high-fit talent, increasing candidate performance, and significantly speeding up time-to-productivity.

About the Author

Joanna RileyJoanna (Jo) Riley is an entrepreneur, investor, and advocate in technology, and is currently the CEO and Co-Founder of Censia. Jo has a highly experienced background in building and scaling companies, which she attributes to her deep passion for people and building technologies that allow people to be their best selves. She brings her wide knowledge of the industry to better transform the way enterprise companies hire talent. You can connect with Joanna Riley at @joannakiddriley on Twitter or on Linkedin. Read her full bio here.