The Impacts of Technology on Talent Acquisition

Technology on Talent Acquisition

The talent acquisition industry has evolved with time as a result of technological innovations. A decade ago, hiring was all about credentials. Employee assessment was based on academic papers, work experience, and any other tangible material in their possession. Nowadays, hiring is on a different level.

IT recruitment has pushed recruiters to consider both soft and hard skills when scouting for the best candidate. Charisma, personality, fast thinker, and learner with problem-solving skills are some of the characteristics valued more than credentials. Notably, most of these skills can be assessed technologically.


Keyways Technology Has Impacted Talent Acquisition


The convergence of Recruiters and Candidates via Mobile Apps

Information dissemination is among the significant challenges facing talent acquisition. For companies to have qualified people fill their vacancies requires seamless communication channels. Although there is an array of channels to use, many of them are not efficient. As a result of these flaws, companies have sought technology to help them recruit efficiently.

The idea can be coined around a company’s mobile phone app where recruiters can provide the format of filling and submission of applications. Moreover, by routing all traffic to one channel, hiring becomes easy and faster.


The Use of Cloud Services

The problem of employee records mars many HR departments. Even though the recruitment campaign, advertising, and hiring could have gone smoothly, the data is always at risk of landing in the wrong hands. Moreover, the storage of this data on computer drives is still unsafe since they are prevalent to be manipulated or destroyed by fire.

The implementation of cloud technology has eased the recruitment process. HR personnel can now upload all vital information into the cloud and retain only necessary information on their physical devices. Furthermore, cloud storage has proved to be the best in cutting costs derived from operating multiple physical devices.


Faster and Bigger Data Speeds Spice up things.

Incorporating a more significant influx of data speeds has reduced TA teams’ work in a company. Many interviews nowadays are conducted either virtually or through IQ Tests, thus reducing the time needed in the process. Moreover, the TA team can accommodate their candidate’s needs, which will form a basis for creating a friendly working environment upon hiring.

Notably, the TA analytics correlation to big data is immense. This process involves assessing an employee’s performance and comparing the results with existing analytical data to determine their future success. With such matrices, companies can forecast their HR goals and plan accordingly.


The Use of Blockchain to Enhance Security

Currently, cyber-attacks have necessitated a higher control, with companies shifting focus to blockchain technology. Moreover, HR records need safekeeping and ease of access. Not only does blockchains keep the systems safe, but it also provides transparency. Recruitment has seen a major overhaul with the use of blockchain in HR. Currently, recruiters can store recruits’ information, work feat, and success factors data and training data safe from tampering or theft. This has enabled the HR departments to have a better impression of their internal analytical data.


The Power of Social Media

Currently, social recruiting is emerging as a new way of TA. However, it is not a new concept, but it worth the task. Most HRs are embracing the influence of social media and incorporating in their hiring procedures. Social media is a fantastic way for recruiters to know more about the candidate and their social life.

Furthermore, job advertising and posting have been made easier through the use of social media platforms. This is turning to be a better method of reaching masses with their opening. Additionally, it is less costly as compared to paying recruiting firms and websites.


Technological TA Problems


It is a Distraction

As much automation of the recruitment process is a blessing, it is also a curse. Most important TA activities happen outside the tech space. Moreover, identifying the right candidates, crafting authentic messages, reaching out in a personalized way, and influencing through the offer process cannot be done digitally. However, technology can help improve service delivery but can never provide an alternative for those essential skills.


Too Good to be True

The battle to acquire the best talent is not yet won even with the automation process. The HR department still has to use orthodoxy ways to recruit. Additionally, not all companies who have invested heavily in TA automation have it sweet. Occasionally systems are prone to failure and end up costing you a fortune to do maintenance.



Emerging trends, such as COVD-19, have shaped the recruitment process. This has stressed more about the use of technology to advertise, hire, and issue work.

We can establish that at the end of the day technology will never replace the direct human contact between an experienced recruiter and a candidate. Therefore, the future forecasting matrices won’t show complete automation of TA.

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