Change in the Recruitment Process

The recruitment process is one of the most significant processes within an organization aspiring to achieve its goals and objectives. Putting at bay traditional ways of recruiting new employees and embracing technology will be a giant step in the company. It is an indisputable fact that technology will escalate the quality of the organization’s hiring process. The human resource management (HRM) department has to be effective when employing new staff. Due to the revolution in the business world, adopting certain hiring technologies will simplify the entire process of acquiring new employees. The company’s brand and name are not enough in specific circumstances to attract people. The active recruitment process should consider the experience and academic qualifications of a recruit and focus on an individual’s general personality and productivity. The proposal of changing the recruitment process from the traditional approach to modern ways using cutting-edge technology is essential to enable the organization to compete actively in the marketplace.

Impacts of Technology in Recruitment Process

The human resource (HR) office has never been more crucial and busier than it is today. The company’s excellence and proficiency are the emerging trends, and firms focusing on innovation, invention, technology, and teamwork have higher chances of remaining on top of the business world. The company’s hiring process has to move away from traditional methodologies to modern accredited approaches. Executives and senior management teams should realize the strategic importance of embracing technology in the hiring sector.

Human resource technology is a vital requirement in an organization because it increases the effectiveness in the hiring department. Today’s business world is characterized by extreme competition, and the environment only favors those who are fit. Fitness requires a couple of things including information technology in the recruitment department. The introduction of appropriate technology in HRM inform of Human Resource Information System (HRIS) will make it easier, faster, and accurate in collecting, collating, and passing on information to potential applicants and other employees hence hastening the recruitment process.

Merits of Information Technology in Hiring Process

The bottom line of applying information technology in the recruitment procedures is to accelerate the process. Compared to traditional strategies, the modern methods of hiring new employees which are technologically enhanced have a significant impact on organizations striving to improve their employee workforce. Adoption of information and technology in the hiring and selection process will have the following merits not only to the office of HR but also to the organization at large:

Leads to Cost Reduction

Conducting recruitment processes using manual tools such as filling forms manually, face-to-face interviews, and follow-ups using traditional ways is not only tiresome but also cost insensitive. For instance, if the organization adopts the use of Interactive Voice Response (IVR) in the HR department, the hiring and selection expenses will tremendously reduce. IVR allows the interview process to be automated by the use of advanced technology and expertise from Database System Corp. (DSC). The cost of printing interview forms and conducting interviews manually will be cut, enabling the organization to meet its operating costs. Potential individuals can be provided with an exemplary, bias-free, and effective interview via the phone using the IVR system. Apart from online interviews, IVR will help the organization, specifically the HR department, to develop recruitment applications deploying its secure and sound call center.

To succeed in a business environment full of competitive drives, critical thinking and talent are essential in the hiring unit. Furthermore, the inadequacy of highly trained workers in the field of information technology and engineering has forced employers to identify and hire potential candidates across the globe. In the previous years, the organization has been faced with the challenge of recruiting candidates regardless of geographical boundaries due to high costs of hiring processes. However, with the use of recruitment technology such as occupation websites together with Attendance Tracking Systems, the cost of recruitment and selection will be reduced by a greater margin (Brandao et al., 2017). Apart from cost reduction, HRIS will enable the organization access to a larger pool of qualified and talented individuals, hence employing appropriate candidates. Better employee retention will have a direct effect on cost-saving.

Recruitment Technology Minimizes Human Errors

Another uncompromised importance of embracing technological tools in hiring procedures, is the reduction and elimination of human dependency. People make decisions depending on criteria such as race, gender, and age apart from experience or merit. HR professionals are accountable when they make irrefutable mistakes during decision-making processes. For instance, human errors in the HR unit from past experiences are overemphasizing negative and unverified allegations about certain people. Such unverified bias and human errors can lead to unfair verdicts, whether intentionally or unconsciously, hence discriminating against certain candidates or groups of candidates. The application of modern technologies in the recruitment channel has eliminated the human element’s aspect in the selection process. Elimination of human figures in the recruitment process by embracing technology will promote a unique and standardized selection process hence, enhancing accurate and valid decisions.

Promotes Efficacy and Quality Perfection

Different recruitment technological tools such as online talent frameworks improve efficiency in the selection department. Efficiency will be realized by automating procedures such as counterchecking the curriculum vitae of potential candidates. Enhanced efficiency results in shorter hiring cycles and hence, advances the organization’s competitiveness when employing the best-talented candidate (Sołek-Borowska and Wilczewska, 2018). The qualified candidate might, in turn, accept another different offer if the selection procedure takes much more time than anticipated. Automation of some hiring and selection processes will aim at improving not only the recruitment quality but also the reduction of hiring cost.

It is challenging to identify what the future holds for the HR department, but perhaps it is possible to predict with certainty the impacts of innovations in the recruitment unit. Without a doubt, technology will be needed to maintain both the relevance and the competitiveness of HR functions to enable the organization to achieve both short-term objectives and long-term goals. For instance, the cloud is a prototypical platform for organizations with a vision of maintaining the pace of innovation. Migration to the technology of the cloud gives a much-needed impulse to break loose from traditional recruitment approaches and adopt new methods.

The progression of HR technology will help lower the administrative burden on the hiring and sorting process, allowing the department to focus more on other imperative tasks. In fact, in its modern form, recruitment technology is not a different entity or industry but part of the entire organization sharing the same dreams of the company. The pervasiveness of using HR technology makes the process effective as any other form of innovation, and organizations not applying it in their daily operations will experience difficulties in the competitive marketplace.

Recruitment Technologies to Help in Recruitment Process

Several sorting and hiring technological tools have been invented to enable an organization to streamline its recruitment process. However, not all tools will be applicable in the company; hence, a keen selection of appropriate ones will be of massive advantages. According to the company’s structure, the following are fundamental HR technologies to aid advance the hiring process in the HR unit:


Chatbots are artificial intelligence software designed to simulate conversations with users in a friendly natural language via messaging applications, mobile applications, and websites. Chatbots have become ubiquitous in the sales and marketing departments of the organization from previous know-how. Similarly, recruitment chatbots will help the company access potential candidates for different organization assignments using multiple accredited ways. Chatbots have the unique ability to conduct an initial screening of the candidate, avail recruitment status updates to the applicants, and guide applicants on job profiles best suited for them. Chatbots will simplify the whole hiring procedure since every phase of the process will be handled online. The only requirement is for the company to have intelligent assistants having a robust understating of the platform to successfully guide candidates on how to use chatbots.

Facial Recognition Software

One of the challenges of the recruitment process is bias and human error in the HR department. Application of facial recognition software such as HireVue (video interviewing tool) uses specific algorithms to identify candidate’s expressions during an online interview (Sołek-Borowska and Wilczewska, 2018). The software, if executed, will help recruiters during decision-making process to hire candidates who fit the job. The platform reduces the recruiter’s bias and increases diversity in the entire process. From previous experiences, there have been allegations claiming the existence of prejudice based on the moods of the recruiters rather than skills and qualifications. Face recognition software will eliminate any kind of bias clouding human judgment during emotional intelligence interviews.

Blockchain Technology

Blockchain technology will facilitate the hiring process since the organization will be able to retrieve and verify candidates’ data. The technology maintains the candidate’s anonymity while adhering to the confidentiality and data privacy of the organization. Having verifiable information about candidates in an organization is essential since talent acquisition units deal with sensitive information such as background checks and education institutions. Therefore, embracing blockchain technology will allow the HR department to access candidates’ data, which is imperative during decision-making process when scrutinizing candidates.

Virtual Reality

Virtual Reality has made waves with its applications in different dimensions with HR units, from the recruitment process to upskilling. In the recruitment sector, the technology will enhance the experience of candidates enormously. Individuals to be hired for various roles will be best qualified for the positions. Candidates can get a chance to tour the working environment before starting working in the company without any additional cost.

Mobile Recruitment

Several candidates are seeking jobs using their mobile phones, and therefore, partnering with online mobile hiring portals will enable the organization to access a pool of qualified candidates. These portals accurately match the candidates to the job opportunities which are fit for them based on their qualifications. The organization will only be required to use mobile-friendly websites to allow potential candidates to have access to them.


When identifying the right talent and personality during the hiring process becomes challenging, it is significant to adopt technology to free the organization from the mundane recruitment approaches. Changing the hiring process from traditional physical and paperwork to modern technology enables the organization to acquire quality talent in the tightest and competitive labor market. With the right tools, such as video conferencing, the organization will be able to simplify the hiring and selection process. HRIS will help the organization develop comprehensive talent acquisition techniques and maintain relationships with both active and passive contestants. Apart from efficiency in the recruitment process, technology will reduce the overall hiring cost; hence it should be considered and given an attempt.


Brandao, C., Morais, C., Dias, S., & Silva, R. (2017). Using online recruitment: Implicit theories and candidates’ profile. In World Conference on Information Systems and Technologies (pp. 294-301). New York City; Springer International Publishing AG 2017.

Sołek-Borowska, C., & Wilczewska, M. (2018). New technologies in the recruitment process. Economics and Culture, 15(2), 25-33.

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