The Effect of Technology on Recruiting and HR

by Carrie Kolar

Recruiting and human resources have become technology-driven areas. Predictive analytics, instantaneous employee surveys and the advent of mobile recruiting have changed the face of recruiting and HR, repositioning them focus on candidates and employees rather than employers. In this week’s RPOA Weekly, we look at the effect of technology on recruiting and HR.


3 Technology Trends Disrupting the Human Resources Industry – Yoh - @YohCorporate

Employees are increasingly similar to consumers, and the burden is on employers to both attract employees and keep them. This article discusses three HR trends that employers can use to drive employee engagement and get feedback from their employees. These trends include data-based and predictive feedback management, HR tools that are user-friendly and promote fun and collaboration among employees and mobile-friendly employee engagement platforms.

Technology and HR: An Approach for Getting Ahead and Staying There – RPOA - @RPOAssociation

HR technology has become central to the practice of HR. However, having technology and using it in a way that puts you at the forefront of your industry are two different things. This article examines how to think both tactically and strategically in applying technology solutions to human resources problems, and emphasizes that the key to getting the most benefit from their technology is applying the right tool in the right way. Finally, it suggests ways for your organization can stay on top of new and useful technology for HR.

Bad HR Tech Implementations – It’s Not the Tech, It’s You – ERE - @ERE_net

Technology can be complicated, and it’s frustrating when a CRM or ATS that you’ve invested both time and money is doesn’t deliver the return that you were expecting. This article asks where the fault in HR tech frustration lies – with the technology or with the people who implement it? The article, based on common frustrations that the author sees in HR technology conversations and comment threads, recommends an easy solution to the dilemma of underperforming tech. It concludes with two report examples to show how easily HR tech use can improve with one simple step.

Add a Chatbot – and Take ‘The Human’ Out of Answering Recruiting Questions – ERE - @ERE_net

One example of recruiting technology that has the potential to fundamentally change recruiting is the chatbox, or “automated conversation agent.” This article recommends using chatboxes as a 24/7 Q&A opportunity for candidates, and uses the example of the U.S. Army to show how such chatboxes can be effective tools in the recruiting process. It also lists thirteen benefits of uses chatboxes, including a higher volume of completed applications, a higher quality of applicant, an improved candidates experience, customized and personalized answers to candidate questions, that chatboxes do things recruiters can’t and that the chatbox use frees up recruiter time.

How Accessible is Your Recruiting Technology – SHRM - @WeKnowNext

Online job applications can pose problems for candidates with disabilities. This article presents the Labor Department’s recently released free online resources and toolkits to help employers make their online job application process more accessible. The article includes information on the resources site, it’s creation and how it can be used, and gives some background on the difficulties that people with disabilities can face in applying for jobs online. Finally, it lists a number of specific issues that people with disabilities can encounter, including poor screen contrast, videos or audio instructions that are not closed captioned, and CAPTCHA tests without an audio option.

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