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How Tech Has, Is and Will Change Recruitment


More recently, video interviews became commonplace. They’re efficient, cost-effective and often more convenient.

Not long ago, when some millennials were first entering the workforce, they would pop open the local newspaper and flip to the Help Wanted section to find a long list of recruitment ads. Those days are long gone, and, sure, that seems archaic now, but these people are barely 40-years-old, if that.


Recruitment has become much more sophisticated over the years and a big part of that is thanks to technology.


What a Journey

First, job ads and applications went digital, casting a wider net for qualified candidates. Then, headhunting on sites like LinkedIn was a game changer. So was the ability to leverage online reviews by employees to attract talent.


And, automated applicant tracking systems that follow candidates through all stages of the recruitment and hiring process now save considerable time and money. More recently, video interviews became commonplace. They’re efficient, cost-effective and often more convenient. Of course, the COVID-19 pandemic helped accelerate the adoption of that technology.


The AI Era

AI, also known as artificial intelligence, is widely believed to be the most significant technological advancement of recent times. The Tech Target defines AI as “… the simulation of human intelligence processes,” usually by computers. In other words, it can use data to make decisions much like a human would. AI dominates conversations about the future of nearly every industry – including recruitment and hiring.


An article by the Canadian HR Reporter noted 6-in-10 employers are investing in AI hiring solutions. That’s up from 4-in-10 just three years ago. The number will likely continue to rapidly increase because of the vast benefits.


AI is simplifying much of the routine work required for effective recruiting while freeing time for strategy and high-touch service points. The majority of tasks simplified by AI are admin work, like reviewing resumes to shortlist qualified candidates, pre-screening and scheduling interviews. AI chatbots, like ChatGPT, have gained a lot of attention recently for their language processing skill.


They develop job descriptions, communicate with candidates and write interview questions. The platform has even been used to craft persuasive emails to sway hiring managers with unrealistic expectations.


Onboarding has become much more sophisticated as well thanks to AI. Filling out paperwork, like tax and benefits forms, scheduling training and information sessions and providing a personalized welcome experience can all be automated yet feel personal.


Overcoming Bias with Technology

An often-underrated benefit of AI is its ability to overcome bias. Like many, recruiters and hiring managers are impacted by unconscious bias, despite a desire for diverse teams. AI brings subjectivity because it’s not burdened by regard for age, race, gender, sexuality or the myriad of other characteristics that have nothing to do with someone’s ability to do a job, but too often impact the perception of performance.


More to Come

AI and other emerging technology will surely continue to innovate the workforce. Recruiters and hiring teams who step forward as early adopters are likely to have an advantage in today’s tight marketing for talent and for years to come.


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