How is technology reshaping the recruitment landscape?

In recent decades technology has changed virtually every aspect of how we live; and work. In the global recruitment industry it has a had a revolutionary impact. For example:

Candidate sourcing

In terms of reaching candidates, technological advances have eliminated almost all boundaries

In the ‘good old days’ – just 20 years ago – finding new staff was usually a costly, time consuming, hit & miss process. One that involved newspaper advertisements, resumes that were either mailed or handed in personally to human resources departments, hours spent sorting applications and many, many more hours used up panel-interviewing candidates. But thanks to recent technological advancements the recruitment process has been transformed, with businesses now able to find qualified candidates anywhere in the world via a few strokes of the computer keyboard. There’s no travel involved as in-depth interviews can be conducted with candidates via skype or zoom etc.

Technology has also made today’s pool of candidates that much bigger and more diverse since savvy recruiters can now search online job boards and professional networking sites for candidates in any location, anywhere in the world. Conversely, these advances have also opened up a whole new horizon of opportunity for job seekers too. Searching and recruiting employees through social media is also on the rise, with social networking sites like Facebook, LinkedIn or Twitter being utilised by recruiters to find well-rounded candidates.

Recruitment process efficiency improvement 

By using technology as a tool, recruitment processes have been significantly refined and improved

Today, leading recruitment organisations are all utilising new technologies across the board to improve efficiencies and reduce costs in virtually every aspect of their operations – and throughout every phase of the workforce recruitment process – from talent attraction/employer branding, sourcing, screening & selection, right through to onboarding. At CXC, we recognise that a positive employer brand can help hiring companies attracting quality talent and retaining them. For example, a recent LinkedIn Report indicates that 75% of candidates factor in employer branding before joining an organization. This consistently motivates us, as a tech recruitment firm, to find numerous ways to effectively communicate our clients’ brand with streamlined efficiency, eg. through a customized career site planned together to ensure your message aligns with your company culture, as well as being attractive to the targeted talent market.

The candidate experience, too, is vitally important. An organization’s great culture is one of the big keys to attract talents, but it needs to be communicated using suitable technology tools that ensures the quantity and quality of communication among all parties, hiring managers and job applicants. CXC always prioritises the candidate experience when it comes to selecting various software tools in order to ensure candidates get timely, seamless and clear responses every step of the way.

The future of recruitment and technology

Data analytics and artificial intelligence will reshape the recruitment industry. It’s already happening

Data has been always the key for making a business decision, especially today where there are more and more data entry points/digital devices, and quicker and quicker processing capabilities via various public clouds. Instant visualization of data is now available for staff to make timely business decisions across all industries. For example, convenient store 7-11’s key to success is its data driven business model, which enables them to decide how to display their products in different ways based on user buying behaviour at different locations. Recruitment is now using data effectively too, from deciding which job advertisement is more attractive than another one by tracking how many clicks, to how long the viewer spent viewing the ads, to improving all areas of the recruitment process for a particular recruiter by identifying which steps failed to convert to the next; hence, the manager can set different goals and training for each consultant. However, it appears that very few large recruitment companies are attempting to use automated tools for CV screening and chatbots; but this statistic is still disputable due to a lack of relevant data regarding machine learning.

In our rapidly changing world, CXC is acutely aware of the importance of selecting the most suitable tools for automating our recruitment process, whilst not neglecting the importance of the  human touch throughout the entire process.

Contact CXC today via to learn more about how the latest technology could revolutionise your recruitment. For more information around our Technology Recruitment solution, please click here.