Paper applications that require physical delivery have become a thing of the past. As the age of technology continues to progress, employers have had to adjust to the ever-changing landscape of the hiring process. Recruiting new candidates increasingly depends on technology and its ability to streamline the course of the hiring method. At this point, it has become impossible to conduct a business without the use of technology, and staffing that business is one of the most apt uses for it. These are just a few of the most notable ways recruiters are using technology to become more efficient.


Finding the proper candidates:

It’s no longer acceptable to assume that the perfect applicants will seek out your company on their own. Instead, the job search has become a two-way street of sorts. Recruiters must be amplify their job postings on the proper channels and remain an active participant in the search process from start to finish.


Online job postings

The first and most obvious use of technology for the recruiting process comes in the form of job posting sites. Although these websites are not a brand-new development, these online resources have ballooned in popularity over the past several years and have become the most efficient way to handle the application process. Resources like, ZipRecruiter and Google for Jobs are now among the first places both employers and candidates look for their next placements. These sites offer all the available details about any given job — i.e. job descriptions, salary details, qualifications and how/where to apply, therefore simplifying the job application process.



Online resources are no longer limited to just job posting sites. Although those sites are undoubtedly an important asset, social networking sites like LinkedIn have become equally as vital. Unlike job posting sites or traditional social media, LinkedIn is a place for sharing professional information only. What makes LinkedIn especially useful for hiring purposes is the ability to search for candidates based on skill and previous positions they’ve held, among other qualifications. Conversely, potential applicants can also search for and even follow specific people, companies or locations and foster connections that will help them determine which jobs to apply for, who to contact and even how to create relationships that will help them get hired.


The interview process:

Once all the potential candidates have been identified, the next step is conducting interviews and testing skill sets to decide who, if any, will be a proper fit for the position. It’s imperative to make use of the most suitable technology to do this quickly and proficiently.


Video conferencing

One of the most impressive things about the high level of connectivity we enjoy today is the ability to speak to anyone in any part of the world at any time. As a recruiter, this means you aren’t necessarily limited to hiring someone based simply on location. The job interview can be done via video conferencing using apps like Skype, UberConference and Google Hangouts from all over the world. A company in London can recruit, interview and hire an applicant from Los Angeles or Tokyo without much hassle. Plus, once an employee has been hired, it opens up the possibility for remote work, for which the employee needs only to be present at the office digitally.


Soft skills assessments

It’s becoming more and more apparent that a person’s individual success at a company is not entirely reliant on their education or qualifications. His or her personality, or “soft skills,” also plays a crucial role in determining how well an employee will fit in with any given company. As explained by Hundred5, the skills-based recruiting software, “Soft skills are the more transferable skills of a candidate, such as communication, decision-making, collaboration, teamwork, time management, creativity etc. They’re all very necessary for cultural fit and can be very good predictors of future job performance.” Tests to assess these qualities can all be sent out during the interview process for applicants to complete in order for an employer to decide whether or not to move forward with their application.


Virtual reality skill tests

This bit of technology is relatively new to the recruitment scene; however, it is quickly becoming one of the most useful tools to help choose the proper employees and, reversely, for employees to choose a suitable workplace. Virtual reality (VR) can be utilized on both sides of the process. For potential employees, it can be incredibly helpful to have the ability to virtually tour their potential future workplace. From a recruitment standpoint, VR can be used as a means of testing an applicant’s skills in a “real life” scenario. The way a candidate handles a virtual situation and applies their capabilities could decide their fate, depending on whether or not the company is impressed with their performance.


Keeping track:

Human Capital Management (HCM) platforms

Juggling the responsibilities of the recruitment process and the ensuing job offer can quickly get overwhelming, especially when it comes to larger companies with hundreds or thousands of employees. Even smaller companies can receive hundreds of applications for just one position. With the Human Capital Management platforms available today, like those created by Oracle and NetSuite, it is easier than ever to keep track each employee through their entire hiring process from the initial application through their job offer and even to their time at the company.

HCM platforms help to streamline data in order to close in on the optimal candidate quickly and easily while managing the entire interview process using data-driven candidate rankings. This organizes the entire process and keeps all the data in one contained and accessible location. Oracle CEO Mark Hurd says, “It’s very important for us, as we bring in those people in the early parts of their careers, how we retain and measure their performance. If we really measured the whole life cycle of the person from when they enter the company, as they go through the company, and the different sets of progress — it’s very important for us to understand those metrics.” Using an HCM platform takes care of just that for every employee on the docket.