The ever-growing nature of technological advancement as well as its impact on how we make use of the digital landscape has seen great strides taken in various spheres of operation. One such sphere is that of talent recruitment – significant leaps and bounds have been made in an effort to streamline this process in an efficient and indiscriminate way.
Digital expansion and technological advancement have compounded the effect of globalisation in such a way that has given recruiters a wider pool of candidates to consider. Subsequently, potential candidates from far and wide are no longer limited to the idea of only applying for opportunities within the immediate community. Online job boards and professional networking platforms have began to bridge the gap between access to opportunity and the potential for consideration.
In addition to this, the recruitment process has endeavoured to become more unbiased in its implementation and search for the right candidate. In the past, there have been various outcries against the effects of bias that can either be conscious or unconscious. These outcries hold merit as they have been barriers for people in their pursuit of they desired careers. Bias on the basis of identifiers such as race and gender have been prevalent barriers for marginalized people. In response to this, programs have been created and dedicated to the pursuit of eliminating these biases in order to level the playing field and to recruit the best candidates based on merit. Such software can be applied to either identify biased language in job listings or to omit identifiers such as those listed previously in order to shape individual perception based on their level of qualification and what they can bring outside of these socially-imposed identifiers.
The growing use of dedicated programs in the recruitment process has also seen the role of recruiters become expanded. This expansion has seen recruiters become much more acute in data analysis. The growing pool of candidates as well as the amount of data they contribute to this process now requires recruiters to be able to collect and interpret information in order to make the most appropriate decisions. This means that recruiters need to be able to sort through the information that is presented to them and to identify that which is relevant in their pursuit. As such, the necessary software has been developed to make this process much easier and quicker. With the scope of information assessed in making these decisions being much bigger than just a resume, the recruiters need to be able to make informed decisions in order to meet their needs as well as to communicate feedback to applicants.
It is important to note that digital and technological advancement have not reached the zenith yet. Great strides have been taken in the pursuit of perfecting this process, however there is so much more to come with regards to how this process can be improved even further.