Over the past 20 years, the recruitment process has dramatically changed, and the advancement of technology within the industry has impacted the way recruitment is conducted. Societal and economic factors also have a major impact on recruitment, they affect the supply and demand of the industry.
The introduction of technology in recruitment has meant candidates can apply for roles faster than ever before. On the flip side, recruiters have had to find ways of spotting those hidden gems that are amongst the hundreds of applicants.
The economic market can have a direct correlation with the recruitment industry, if the market is strong, businesses may have the capital to bring on new talent. This can have an adverse effect if the market is weak and companies may want to scale back. The peaks and troughs of the economic market directly impact the recruitment industry.
From a recruiter's point of view, it is all about identifying and targeting their ideal candidate for a specific role. With the introduction of online recruitment, you are able to reach a wider net of people, this has an advantage and a disadvantage.
The advantage would be being able to engage with a larger pool of candidates quicker and more efficiently. Recruiters are able to speak to candidates all over the world thanks to video communication platforms Zoom, Skype and Microsoft Teams.
According to recruitment marketing statistics, 94% of recruiters and hiring professionals say that using recruitment software has positively impacted their hiring process.
A disadvantage would be that recruiters may have to wade through countless applications that might not be relevant to find a suitable candidate, this is time-consuming and expensive.
Prior to the financial crisis, it was not unusual for professionals to be offered a role after a single interview. However, as pressure has grown on businesses to ensure that they secure top talent this has changed significantly.
As businesses develop more thorough recruitment processes, professionals can expect to go through multiple interviews before being offered a role.
This has meant the recruitment process will take a lot longer, however, companies are able to evaluate each candidate thoroughly without wasting time and money on hiring the wrong person.
Talent shortages in certain industries have led to recruiters hiring candidates with transferable skills. Although some employers are cautious about hiring candidates without direct experience, they have been forced into making that discussion due to a limited talent pool.
Businesses are now conducting an extensive recruitment process, investing significant amounts of resources into hiring the right candidate. This has in turn given the power to the candidate who is more likely to leverage their salary and terms. The hiring company is more likely to agree to updated terms because of the amount of resources they have already invested.
Current tech recruitment market
Although we are going through a period of uncertainty, unemployment is still very low and the economic inactivity rate continues to rise, this means there are far fewer people in the jobs market.
As technology is a core enabler of a successful business, recruitment in technology will always be resilient despite the socio-economic challenges that the UK faces. Companies rely so heavily on technology to achieve their goals, that some businesses may be rapidly scaling up their tech department because to gain a competitive advantage you need to be at the forefront of technology.
There’s no doubt that the technology market will continue to be an active landscape, driven by ongoing demand for technology talent, albeit with some shifts in emphasis and a degree of strategic rebasing.
Is AI the future?
According to Talent Intelligence, ‘AI can help hiring managers enhance the recruitment process by making an accurate assessment of the professional skills a job candidate possesses. Skill acquisition, not a list of previous jobs, is what will drive hiring decisions by implementing AI technology.’ Two companies have discovered ways to implement AI into their recruitment/hiring process. Vox’s Human Resources department uses a talent assessment tool called LinkedIn Recruiter that leverages AI to rank job candidates. Jobs platform ZipRecruiter uses artificial intelligence to match candidates with jobs based on an applicant’s skills, location and experience.
The boss of IBM said the company expects to pause hiring for back-office roles it thinks could be replaced with artificial intelligence in the coming years. Arvind Krishna said. “I could easily see 30 per cent getting replaced by AI over five years.”
However, experts warn against over-reliance on AI technology. The skills of social interpersonal dialogue and body language mean humans should always be at the forefront.
When discussing AI, especially ChatGPT, Meredith Whittaker, president of Signal and a former senior executive at Google, warned of the dangers to society and democracy the chatbot could cause by spreading misinformation.
In conclusion, artificial intelligence can scale and streamline HR processes. But there are limitations to accuracy and personality when it comes to recruitment.
A voice from an expert
Sean Raine, Marketing Executive, NRG.
"The use of AI in the recruitment sector has the potential to revolutionise the way that candidates and organisations interact. By using advanced algorithms and machine learning, AI can efficiently identify well-suited candidates while significantly reducing time and resource investments. However, it is crucial to approach AI in recruitment thoughtfully, with a focus on maintaining a human-centred perspective. While AI can automate and optimise specific aspects of the hiring process, it should not completely replace human involvement.
Recruiters and HR professionals continue to play a vital role in evaluating soft skills, cultural fit, and other intangible qualities that algorithms alone cannot accurately assess. Furthermore, it is of utmost importance to remain vigilant regarding potential biases that may exist within AI systems. Biases can inadvertently seep into algorithms through flawed training data or biased algorithms, leading to unfair and discriminatory outcomes. Regularly auditing and refining AI systems is essential to ensure fairness and transparency in the recruitment process. Additionally, it is crucial to treat candidates as more than mere data points. A recruitment experience that emphasises human interaction is paramount, providing clear communication, empathy, and support throughout the entire process.
While AI can enhance candidate experiences through personalised interactions, it is essential to maintain the human touch to establish trust and foster meaningful connections. To maximise the benefits of AI in recruitment, organisations should adopt a balanced approach. By combining the power of AI algorithms to streamline processes, improve efficiency, and enable data-driven decision-making with the insights and expertise of human recruiters, we can create a recruitment ecosystem that is both inclusive and effective. AI should be viewed as a tool that augments the capabilities of skilled professionals, working in tandem to drive positive outcomes".