If you ask the average recruiter to define traditional recruitment methods, the answers will undoubtedly follow some tried and true set processes. 

Those traditional methods of sourcing, vetting and hiring staff have, in the main, defied the steady march of time, numerous talent crises, economic woe and multi-generational changes to career building, skills development and what constitutes good candidate experiences. 

Recruitment has, until recently, been a human-oriented industry. But the inexorable rise and total industry domination of HR and recruitment tech has changed everything

From modern Applicant Tracking Systems augmenting and collating previously siloed recruitment processes to digital onboarding and remote work-as-standard, recruitment is now bookended by tech platforms and digital interactions, buffeted by our fast-paced online culture. 

So how have the standard recruitment touch points – the sourcing, vetting, interviewing, onboarding and post-placement – changed as a result of innovative technical advancement?

Sourcing.

Whilst a significant proportion of candidate sourcing has been conducted online for the best part of 20 years, the dominance of SaaS hiring software – and its seemingly limitless integrative possibilities – has opened a new front in hiring efficiencies. 

Candidate sourcing – the identification and entry into a hiring pipeline of new candidates – has been transformed by tech, especially by modern Applicant Tracking Systems and how they now seamlessly integrate multiple talent networks into easy-to-access sourcing pools. 

But that’s not to say the “human” has been replaced. The best ATS platforms on the market utilise automation, AI search tools and manual, hands-on traditional face-to-face candidate connections to create the most relevant talent pools available. 

Vetting and Testing. 

Candidate assessments have long been a bulwark against poor hiring and are the first barrier against misplacing the wrong talent into a role. 

In the digital age, assessments can be done anywhere, at any time. In the remote working age, borderless testing (due to a now limitless digital talent ecosystem of remote workers), has reinvigorated the need for bespoke testing solutions.

Employers require rapidly deployed digital assessment tools and need digital accessibility across borders, demographics and languages. 

Naturally, those very same assessment and testing facilities have been moulded into ATS, recruitment CRM and performance management platforms for a more singularly branded, unique and improved candidate experience all under one roof.

When digital hiring platforms advertise their services as “end-to-end”, here is where it really matters – taking as many candidate interactions points under one roof, and hyper-personalising them for maximum hiring investment ROI.

Interviewing. 

Since the advent of COVID-19, remote interviewing has become part of the recruiting landscape. The scale of remote interviewing software solutions has proliferated – investment into video interviewing is breaking records, and when the rise of job offers being made remotely has tripled, it’s a significant sign remote interviewing is not only a digital necessity but essential for overall hiring success.

The rise of video interviewing and remote working-as-standard has built entire new cultures of work, completely revolutionising how workers earn their keep and how candidates build new careers.

Onboarding. 

Akin to remote interviewing, digital onboarding has offered a uniquely contemporary flavour to staff integration, training and induction. 

Onboarding innovation is rampant in the recruitment tech space. Applicant Tracking Systems are leading the way, building suites of onboarding tools to complement their talent acquisition and vetting platforms. 

And, as improving hiring diversity becomes central to hiring culture, digital onboarding providers are finding solutions to bias-less hiring where others can’t.

Post-placement.  

Aftercare within recruitment is all important. Post placement, the ability for new hires to feel integrated, psychologically safe and valued is a high priority, and again many ATS and recruitment CRM providers are leading the way in establishing new models of performance management and L&D that are changing the fabric of work. 

The bottom line. 

Recruitment is and always will be a job for humans, made by humans. But it’s hard to ignore the power of tech and how innovation is rapidly transforming the industry from an analogue one to a hybrid digital experience.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.