Technology has altered nearly every aspect of our lives, and recruiting from posting job positions to be filled to onboarding has changed as a result. Let’s examine the impact of technology on recruitment. We’ll address changes that impact job seekers and recruiters themselves, as well as the reasons for these changes.

Search Engine Optimization and the Job Market

Recruitment has become in large part an act of searches. There are candidates searching for jobs via the general web or searching databases of jobs on a computer in the job center. Recruiters are searching for candidates in general web searches or narrowed down searches on sites like LinkedIn.

Even resumés submitted to a company are searched via algorithms, such that candidates that don’t integrate the right key search terms for job positions and skills are overlooked by the AI sorting through ten thousand resumés to show the personnel manager the twenty best matches to be reviewed. The data mining of this data was made necessary due to the sheer ease of candidates sending their resumés to dozens of jobs in a single day.

How do you get found in the sheer avalanche of digital resumés? Creative job titles and abbreviated job titles are missed in searches for the full length, real job title. Not listing skills on a resumé is bad, but not mentioning the skills as part of a job description as well makes it almost impossible for you to show up in searches.

The Digital Test Drive

The algorithms designed to mine the masses of data collected on candidates who sent in resumés and search the web are also used to test candidates themselves. Assessment tests to verify one’s language skills or programming ability are already on the market and being used by recruiters. On the flipside, candidates can post blogs discussing their expertise while programmers should make sure their real name is associated with their GitHub projects so they already have a digital demonstration of their skills.

The Standardized Workflow Behind Recruiting

Bureaucratic rules are a critical requirement for recruiting, since so many laws and regulations govern everything from the wording of job posts to the questions you can ask in an interview. Technology is regularly used to automate and systematize these processes. You find automation in the form of standard verbiage offered up via templates when someone is filling out a job requisition, the automated posting of jobs to various job boards once finance approves the position, and checklists that anyone vetting candidates must follow. You can learn more about the standard questions various companies ask candidates at Job Application World.

Technology is transforming the world of recruitment in more ways than one. The same data mining tools used for search engine optimization are now used to find the ideal job candidates. Online assessment tests are starting to be used by companies, while a job applicant can set up their own digital demonstration via a blog or seeking online citations. Automated workflows now guide human resources personnel through everything from creating job postings to sending new hires to the necessary training during onboarding. Recruiting has become part and parcel marketing, both used by marketing to promote the company and recruiters intentionally marketing to their targeted talent pool to avoid being swamped with irrelevant resumés to sort through.

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