The Pros and Cons of Using Technology in the Hiring Process

Technology improved remarkably in the past few decades, impacting all industries in several advantageous ways.

Recruitment and hiring specialists in particular benefitted from the evolution of technology by way of process streamlining. Hiring new employees is now easier and more convenient thanks to new methods, techniques and solutions brought about by computers and electronic devices.

However, not all the changes technology offers are necessarily ideals. New tools also come with new problems.

Here are some of the benefits that technology provided hiring process as well as some of the new challenges that they come with.

Companies Can Reach Out to a Larger Audience

Since its inception, the internet allowed people to interact with one another on a global scale. While simple text messaging or voice calls were limited and costly, information sent via the internet can go from one end of the world to the other in a matter of seconds.

Almost every industry that required any form of mass communication made great use out of the internet thanks to platforms that allow companies to broadcast messages at low costs.

This made the internet a very profitable medium for businesses. Marketing and advertising efforts gradually focused on social media websites, blogs and other high-traffic addresses to maximize visibility.

The amount of traffic that the internet generates means that recruiters are just as likely to be able to make good use out of its reach. shows that companies in the US continues to make heavy use of social media since 2013 while 92% of recruiters said that they use social media for recruitment alone.

The internet is a viable source of new talent for companies thanks not just to its reach, but to its ease of use and availability in the digital age. It’s become natural for jobseekers to use online job and recruitment boards besides social media to advance their career development.

For example, dedicated job sites like and Glassdoor in particular make job searching much easier for candidates and talent hunting easier for recruiters.

However, simple expanding a search serves as a double-edged sword for recruiters. Since more people can be contacted at once, it means that getting the right people to receive the right message now has a new set of challenges.

The sheer volume of the online audience can be seen as an advantage for recruiters, but quantity seldom equates to quality.

Fortunately, with certain premiums and plans, companies can tap into larger groups of people while targeting specific demographics, allowing them to cast a wider net without sacrificing the quality of their search for candidates.

By using concentrated recruitment marketing and precise audience targeting, searches can be increased while maximizing the chances of attracting top talent.

Computers and Automated Processes

Almost everything from the simplest administrative task to the CEO’s daily operations, requires the use of a computer. While business processes are simplified and made more secure thanks to digital systems, the same can be said for the hiring process.

At a base level, internet access opens up a number of research options for recruiters as well as the option to hire online.

On the other hand, recruiting software tools, for example, helps automate the management of new applicants, candidate screening, and even helps keep schedules flowing smoothly in different cycles of the hiring process.

Perhaps one of the more interesting new trends in the use of computers for recruitment is the emergence of artificial intelligence programs designed to help scale operations and manage increasing application volume by automating the hiring process.

These AI programs can handle a variety of tasks, such as individually screening a large volume of applicants. About 52% of recruitment officers say that this is the most difficult part of hiring new employees.

AI has also developed the ability to learn from the tasks that it performs, adjusting algorithms to better improve how it processes new candidates based on assessments of its results.

It can also provide recruiters assistance by automatically processing resumes sent in by applicants to both streamline the process and reduce the possibility of human error or bias. This can save recruiters plenty of time and it can save a company a significant amount of resources.

Moreover, AI can speed up the hiring process and improve the quality of new hires by detecting which candidates can fit a certain role better and recommending matches.

Other than automated candidate matching, certain AI programs can also automatically find potential candidates online. By analyzing candidate profiles and matching them with relevant traits and qualities set by recruiters, AI can cut hiring time by a significant amount.

However, these digital solutions have their own downsides. While AI can be programmed to improve its performance, it still requires elements of human supervision to ensure that its results are processed correctly.

An incorrectly programmed AI tool may screen candidates via biased parameters and increase the number of bad hires. There are also certain traits that cannot be quantified by profiles or may not be present in the data available to the program, leading it to drop otherwise strong candidates from its selection.

Additionally, most modern recruitment AI programs requires a very large amount of data before it can be used to specialize in one task. This means that it can take a while before your recruitment AI can function at its full potential for its intended purpose.

These issues can be remedied by performing routine checks on the software utilized by your company and maintaining human supervision in reviewing results.

Computers can also be held back by certain security issues, creating vulnerabilities to malicious software and compromising otherwise confidential information.

Computer systems in an organization may be targeted by cyberattacks from rival companies or criminals, creating the need for cybersecurity risk management strategies. Sensitive files can be held for ransom or destroyed completely by cybercriminals and cause your company to collapse from the inside.

One example of a particularly devastating cyber-attack is the NotPetya incident that cost pharmaceutical giant Merck & Co. millions of dollars in damages.

Effective Use of Recruitment Technology

The many advantages and new considerations that technology can provide requires recruiters to know how best to maximize its use. In a world where everything is digital and stakeholders expect faster results than ever, technology must be embraced and used efficiently.

All organizations will find it necessary to learn how best to use new trends in technology while taking a holistic approach in integrating these trends into their present business process.

Properly managing the digital solutions designed to help with recruitment will not only improve the hiring process, but also aid in the entire operational framework of the company.