Recruitment technology is an already-huge market place which is evolving at a dizzying pace. Although the fundamentals of recruitment will always be required, technological applications are being used to streamline the recruitment and selection process, deliver a superior candidate brand and experience and facilitate transactions between the client, recruiter and applicant. Of course, some of these technologies will come and go. The hysteria around the QR code a couple of years ago now seems a little odd, but some of the more fundamental technologies look set to further evolve and provide real business value. Let's take a look at where the industry is heading.

Key Terms

If you aren't sure about social media, mobility or talent communities, then you need to start researching. The same applies to applicant tracking systems and data warehousing and mining. Online engagement, often using mobile devices, has also become critical to the entire recruitment experience.

Applicant Tracking Systems

Where you once had a basic database, your applicant tracking system, or ATS, is likely to be evolving, with add-ons such as selection tools and data and greater abilities to interrogate your data and produce valuable Management Information (MI) to aid decision-making. Over the past few years, the technology has evolved from basic candidate capture and CV repositories to work-flow systems with reporting capabilities. This year and beyond sees a move towards automated and online selection management systems, or 'smart' ATS systems, along with cloud-based application delivery. Many experts believe that new-generation ATS systems are to be expected within the next three years which will provide greater opportunities for recruiters to raise their game and swap low-value administration tasks for high-value IT systems and greater automation.

The smart ATS systems will combine algorithms and biometric data, if the experts are to be believed, to carry out complex prediction modelling scenarios and assess candidates' suitability for certain roles. This can best be described as an evolution from basic CV keyword matching to an almost 'DNA' matching approach that is tailored for the job and company and is incredibly accurate. Vertical integration with other software tools will also be leveraged by forward-thinking recruitment agencies and in-house HR departments to support functions such as background checks and skills testing. What's more, they will be cloud-delivered and offered at competitive prices.

A More Mature Data-Capture Market

Along with this changing technology there will be more market maturity in terms of data capture. Recruitment trends for technology will become increasingly customer driven, mirroring the power shift in consumer markets. Employers, particularly large organisations, will need to become adept at creating effective and niche recruitment programmes to target specific groups such as minority groups, former veterans, disabled applicants and others. Job sites and software will need to integrate mechanisms that reach and engage specific audiences through targeted tools, such as mobile apps, outbound marketing and social-media campaigns. Employers will also be driven by a greater reporting requirement.

At the same time, processes for applications will need to improve to increase the number of conversions from the attraction stage to the job application. Cumbersome application processes will become barriers for demanding candidates and job seekers will expect to use flexible platforms such as LinkedIn to manage their applications. Others will expect to store their resumes via cloud technology.

Self-Service Assessment Technology

Another anticipated trend is the self-service assessment which allows the candidate to decide whether or not they meet the job-description requirements and are suitable for the role. This will streamline processes and reduce waste, allowing recruiters to fill positions more rapidly and build meaningful client relationships earlier.

Social Media and Other Engagement Platforms

The cloud is set to become ubiquitous and targeting will also drive recruitment activity, with data mining and sophisticated online analysis tools to streamline recruitment processes. Social media will continue to be key for employer-branding activities and engagement and for the attraction phase of the process. Candidate experience technologies are set to become a focus point too, especially where they automate processes and candidate communications and responses to deliver a satisfying and integrated experience. Social-media engagement will be facilitated by mobile applications, with candidates increasingly keeping in touch via their smartphones and other mobile devices rather than logging onto PCs and desktops.

And, of course, with the pace of change so dizzying in the modern world, further technologies are set to emerge. Digital ubiquity and mobile are terms being bandied about in the consumer marketing world and it is clear that marketing processes and applications will increasingly apply to the recruitment field, along with disciplines such as operational efficiency to manage costs.

Smart recruiters will focus on developing their core skills of sales, communication, negotiation, research and relationship-building, whilst also seeking to develop additional capabilities in recruitment-technology awareness and implementation. The recruitment stars of the future will need to be able to talk in technological terms and use new technologies effectively to stay ahead of the game. Now is the time to embrace these developments and gain new skills.

What technologies will you implement in order to ensure your business is ahead of the curve? If you'd like to find out more about recruitment technology and the benefits it can provide for your business, do get in touch with LogicMelon - they're recruitment technology specialists.