Today, in this digital era we live in, it is no doubt that technology and recruitment are inseparable. In light of this, employers incorporate technology in their recruitment process to acquire top talent available in the market. However, with so many technological recruitment tools available, recruiters must use the latest technological tools to stay ahead in the market. These tools, for instance, the application tracking system are designed to ease the recruitment process and provide a platform in which the employers can choose the preferred candidate. In this case, this work seeks to evaluate five different technological tools used in the recruitment process today.
Applicant Tracking System
According to Holm, (2012) , an Applicant Tracking System (ATS) is software designed to assist recruiters in managing various applicants' information ranging from job posting, resumes and recruitment statistics ( Holm, 2012) . This software usually operates by accumulating resumes from the employer career site and allows them to evaluate and determine the best candidate at a glance. More importantly, it gives recruiters the opportunity of creating a specific group that is based on the skills and location of the candidates, which provides a platform for employers to engage with the candidates on the system. Additionally, it has the functionality of automatic replies which enables the applicants to know their progress in the recruitment process. ATS tools also serve as a great deal in retaining resumes and information of applicants in HR departments. Through this, there is no need for posting a job every time there is a vacancy ( Johnson, Lukaszewski & Stone, 2016) . Therefore, ATS provides a chance to recruiters and HR departments to fully capitalize on the talents that already exist in their systems.
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Internet Sourcing (Social Media Recruitment)
With the advancement in technology, the need to keep in touch and pass information quickly and easily has been made possible through social media. On the other hand, employers are using these social networking sites such as linked in, Facebook and twitter to such for eligible candidates thereby giving rise to "social recruiting ( Holm, 2012) ." However, the recruitment team must have a definite strategy on how they use these sites since it includes different individuals both qualified and under-qualified. According to a report by search engine Agency Central, almost 92% of employers are using social media platforms to find their ideal candidates ( Holm, 2012) . This can be attributed to the fact that social media sites are improving every day providing employers with a wider scope to search for candidates.
Video Interviewing
Video interviewing is slowly replacing face-to-face interviews as it is time-saving and eliminates unnecessary meetings. Currently, almost 60% of companies globally are using video interviewing during their recruitment process as the world is becoming interconnected ( Johnson, Lukaszewski & Stone, 2016) . As it may provide a venue for a live interview using applications such as Skype and FaceTime, it also has an option to record an interview and send it to the interviewer thus eliminating the need to conduct a telephone interview or scheduling a one-on-one interview. Similarly, the recorded interview can be emailed automatically, giving the applicant the chance to decide on when they can reply depending on their schedule. Other videos interviewing applications available for recruiters include Video-recruit, interview Co-ordinator, Tazio among others. Typically, this method is time-saving as one can pre-screen an applicant and book a meeting ahead.
4 . Artificial Intelligence (AI)
Although it has not been widely used in the recruitment process, its influence is now on the rise among recruiters. According to a survey done by The Harvey Nash Human Resource in 2017, more than 15% of recruiters have had a positive impact on the use of Al and automation in their recruitment process (Nilam 2018). This tool has been designed automatically to notify applicants on the progress of their application. Moreover, Al chatbots are programmed to answer questions that a candidate may have regarding the company and also letting them if there application is unsuccessful. The AI discourages the need to send application letters manually. Additionally, it can be used to screen CV using the Al-enabled recruitment software which enables employers to identify applicants who match their criteria. All this reduces the workload involved as well as improving the customer experience.
Mobile
Technological advancement in mobile technology has made employers re-think on how to communicate and attract their potential suitors in this digital age. Today, many people own smartphones, thus providing quick and easy access to the internet as opposed to the past where we had to do that from our laptops or desktop. Therefore, more people can actively search for jobs at the comfort of their palm. According to a study done by Comscore in the UK, it showed that more than 2.8 million people access job listings from their mobile phones ( Johnson, Lukaszewski & Stone, 2016) . Besides, 67% of this population look daily on the development of their applications. This has therefore led for most of the recruiting companies to optimize their websites to be easily accessed through mobile phone. Meanwhile, other agencies have developed specialized applications for their intended candidates.
In conclusion, the competition to acquire the most qualified and best candidate in the market is on the rise, and it becomes tougher by day. Therefore, it is up to HR departments to keep track of the recent technological tools available in their quest of finding top talent. Using these technological tools and others available, it becomes easy for recruiters to acquire their preferred candidates. This is so since these tools offer various options where one can search, screen, nurture, and refer the right applicant available for a particular job.
References
Holm, A. B. (2012). E-Recruitment: Towards a Ubiquitous Recruitment Process and Candidate Relationship Management. German Journal of Human Resource Management , 26 (3), 241-259.
Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The evolution of the field of human resource information systems: Co-evolution of technology and HR processes. Communications of the Association for Information Systems , 38 (1), 28.
Nilam Oswal (2018). The Latest Recruitment Technology Trends and How to Really Use Them. Retrieved from https://www.pcworld.idg.com.au/article/633219/latest-recruitment-technology-trends-how-really-use-them/
