Rachel Robins |

How The Recruitment Process Has Evolved Over Time

The recruitment process has changed significantly over time. In the past, employers would post job openings in newspapers, publications or other public places, and potential employees would submit their resumes or applications. Today, most employers use careers sites, online job boards, programmatic advertising and social media to advertise open positions. Potential employees can submit their applications and resumes electronically, and the entire process can be completed online.

The rise of the internet and social media has made the recruitment process more efficient and accessible. There are now more channels than ever for employers to reach a large pool of potential candidates, and for candidates to find open positions that match their skills and qualifications. The increased accessibility of the recruitment process has contributed to a more competitive job market.

To learn more about how the process of recruitment has changed, we’ll take a look at the major factors that have contributed to these changes.

Increased Competition

The increased competition in the job market has made recruiting more challenging for employers. Some employers now have to sift through a larger pool of candidates to find the best fit for their open positions. Some struggle to get the right quantity and quality of candidates. The use of social media and other online tools has also made it easier for candidates to research employers and learn about their company culture before applying for a position. This gives candidates an advantage in the recruitment process, as they can tailor their applications to better match the employer’s needs and make decisions on if an employer is one they want to work for.

The changing landscape of the recruitment process has led to both challenges and opportunities for employers and candidates alike. While the process is more competitive than ever, the use of online tools and resources has made it easier to connect with potential candidates from around the world.

Digital Job Advertising Systems 

In the past, recruitment was more of a manual process. Jobs were advertised in newspapers, magazines and on noticeboards, and potential candidates would send in their CVs or fill out an application form. The whole process could take weeks or even months.
Nowadays, technology has transformed recruitment. Jobs are advertised online, and candidates can apply with the click of a button. Recruiters can also use social media to engage with potential candidates, and many companies now use applicant tracking systems (ATS) to manage applications. As a result, the recruitment process is now quicker and easier than ever before.

Recruitment technology has also made it easier to assess candidates. Recruiters can now use online tools to screen applicants and test their skills. For example, many companies now use online assessments to identify the most suitable candidates for a role, saving time in the recruitment process. 

Job Applications via Mobile Phones 

In today's job market, smartphones are increasingly becoming the go-to device for both job seekers and recruiters. In fact, a recent study by Indeed found that 66% of candidates would use mobile phones to apply for jobs.

With the rise of mobile recruiting, it's no surprise that more and more job seekers are turning to their smartphones to help them find employment. After all, smartphones offer a convenient way to search for jobs, apply for positions, and stay connected with potential employers.

However, while smartphones may be dominating the recruiting landscape, it's important to remember that not all job seekers are comfortable using this technology. In fact, some job seekers may prefer to use more traditional methods, such as visiting a company's website using a desktop computer. And it's also important to mention that not all career site are mobile optimised - and that impacts the candidate experience!

Online Interviews

It's no secret that online interviews have become increasingly popular in recent years. And it's easy to see why: they offer a number of advantages over traditional face-to-face interviews, especially when it comes to speed and convenience. 

But how exactly have online interviews benefited the recruitment process? Let's take a closer look.

For starters, online interviews save time for both employers and candidates. There's no need to schedule a time and place to meet in person, which can be difficult if the parties are located in different cities or countries.

Instead, all you need is an internet connection and a webcam (or even just a smartphone). This makes the interview process much simpler and quicker, especially for busy employers who might not have the time to meet with every candidate in person.

It also means that candidates can be interviewed from anywhere in the world, opening up a larger pool of potential employees.

Another big advantage of online interviews is that they allow employers to screen candidates more easily. Video and audio are a great way to break down the barriers of engaging with talent, especially at scale. Online interview questions can also be used at any stage of the process and allow candidates to respond at a convenient time for them.

Applicant Tracking Systems in the Recruitment Process 

The use of applicant tracking systems started in the late 1990s, and over time, they have become a crucial component of the recruitment process. This technology is used to streamline and simplify the recruiting process, from initial candidate screening to final hiring decisions. The ATS automates and manages key tasks such as resume parsing, searching for relevant keywords, auto-ranking resumes against job postings, interview scheduling, and making job offers. It also helps to manage candidate data such as skills, experience, qualifications and contact information.

By using an ATS, organisations can better organise their recruitment process and create a more efficient hiring workflow that saves time and money. For example, it can be challenging for recruiters to thoroughly review all resumes they receive, particularly in large organisations with a high volume of applicants or when trying to quickly and efficiently fill multiple positions. To help manage the influx of resumes, Applicant Tracking Systems can consolidate all applications into one platform, allowing hiring teams to stay organised and streamline in the hiring process.

Overall, it's clear that online interviews and applicant tracking systems are having a positive impact on the recruitment process. By saving time and money, while also making it easier to screen candidates, they've made the hiring process more efficient and effective.

Contact Eploy for Applicant Tracking Systems (ATS) 

At Eploy, we offer a highly configurable Applicant Tracking System designed to help you attract, hire, and speed up the process of recruitment. Get in touch with our specialist team at Eploy to find out how we can help you meet your recruitment goals or schedule a personalised demo. No hard sell, no strings attached. Just some winning ideas to help you with your recruitment process.

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