In the 1990s, technology brought recruiter-centric automation to the sourcing and recruitment world. This new technology gave recruiters the power to parse resumes based on a full set of criteria, including keywords and semantics. It eliminated the need to spend hours upon hours sifting through hundreds, if not thousands, of resumes trying to find the perfect candidate. Workflows, career sites, and automation were big in the 90s and allowed recruiters to create a process unmatched by decades of previous recruitment. But these methods became outdated quickly, due to the ever-changing nature of social recruiting and the fact that candidates update their resumes on a frequent basis.

In the 2000s, technology brought candidate-centric innovation to the sourcing and recruitment world. Analytics started coming into play, and insights and knowledge about what worked and what didn’t work helped recruiters build better strategies. The more data that became available, the more power recruiters had to make well-informed decisions. These decisions would lead to decreases in recruitment budgets and less money lost in bad hires. Then major social networking started happening. Only now, in the 21st century, are we taking social recruiting one step further.

A survey by Ventanta Research found that 93% of surveyed organizations are using social media to recruit new employees. Hiring and automation recruiting technologies are used for various reasons. Some look at pre-qualification and some are revolutionizing the interviewing process. And as time goes on, these technologies are becoming more and more powerful. We’re going to take a look at four new technologies developed in recent years that are helping drive major results for the recruiting and sourcing industry.

Video Interviews: Video interviewing technology has been introduced in recent years to increase the quality of individuals being hired while decreasing the costs of the process. One of the most time-consuming practices, interviewing has been updated through video to alleviate much of the time spent scheduling and meeting a candidate face to face. As this technology evolves, recruiters will be able to schedule time in their day to quickly process hundreds of one-way interviews, to save a great deal of time that can be spent building relationships.

SEO: Companies like IBM and AT&T use micro websites to target keywords to reach very specific job seekers. Applying SEO to job pages and career sites will allow recruiters to target specific job seekers with specific qualifications. In most high-tech industries, for example, recruiters are looking for quality over quantity. Creating a list of 1,000 candidates in which only 50 are qualified is a lot worse than creating a list of 100 candidates in which 50 are qualified.

Social Sourcing: This is one of the most common new recruiting practices out there. We all know about recruiters on LinkedIn, but social sourcing goes well beyond that. Social sourcing tools allow recruiters to search many social networks at once to find specific job seekers and qualifications. This practice goes well beyond recruiters “playing around“ on LinkedIn, and involves a deep level of understanding of talent communities and the social search process. There are a wide variety of suites out there that give recruiters a one-stop-shop for their social searching needs.

Assessments or Pre-qualification Tools: Hiring the right candidate the first time can save employers millions of dollars each year, depending on the size of your organization. Testing potential candidates on the skills they say they have is one way of testing the validity of their resume. It’s also important to know that they have the desired skills of the job they are applying for. Specialized companies have hundreds of tests that are available to test candidates on a wide variety of topics.

Just like electronics, these technologies are adapting and changing constantly. To be on the forefront of all of these changes, companies must continue to invest in newer technologies and develop better ways to save time and money.

What technologies do you invest in that help you in the recruiting and sourcing industry?

Adina Miron


  • Avatar Marianne Loyd says:

    We have just introduced video interviews into our recruiting process, replacing face to face interviews. I have to tell you it is the best decision we have made regarding recruiting within our department. We are an international company that does a lot of external recruiting, and the costs that we had to cover for every candidate that was supposed to fly in for an interview were insane. Not to mention the logistical problem for both us and the candidate. Now everything runs smooth and fast.

  • Avatar Charles Goodman says:

    I said it before and I will say it again. If you are not up to date with current social media trends, you are soon out of the recruiting game. Job boards are slowly but definitely losing ground to social media, and we need to keep up to speed. We are currently covering 80% of all hires just by being tapped into the social media, so if you are not there already, it’s time to move fast in that direction.

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