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6 Ways Recruiters Can Better Utilize Technology in Their Processes


In the competitive world of recruitment, recruiters know that it’s important to capitalize on any advantage that will help set your company apart and attract top candidates. One of the easiest ways to do this is by enlisting the help of various technological tools.

As technology continues to evolve at a rapid rate, harnessing tools like AI, SEO optimization, chatbots, and more can reduce a recruiter’s workload. It also increases visibility and identifies the best candidates for a given job. Here are six ways technology can help your recruitment process.

Expand Your Candidate Pool

Technology and the internet have the ability to remove all geographical constraints when it comes to recruiting and interviewing potential candidates. This is especially helpful for positions like travel nursing, where it’s advantageous to spread as wide a net as possible, without needing to worry about where candidates are currently based. With the rise of VoIP, and video conferencing programs like Zoom, Skype, and Google Hangouts, interviewing a candidate from across the globe is now just as easy as interviewing one from across the hall.

Additionally, many of these platforms offer built-in features. They can record the screen and save interview footage for viewing at a later time. This can be exceptionally helpful if several people need to be involved in the hiring process. Additionally, it helps for reviewing candidates later on. After all, watching a recording of a video interview provides much more context and information than even the most carefully constructed notes.

Optimize Your Time (and Theirs)

No matter how efficient you are, the recruitment process necessarily involves some tedious, repetitive, and time-consuming steps. Thanks to the evolution of technology, many of these can now be handled by apps and various programs.

For example, implement automation for the interview scheduling process. This not only saves your recruiters time, but it also streamlines the process for the candidate, allowing them to choose a time that works best for them, and even giving them the freedom to reschedule for another date, if necessary.

Other processes can be automated, as well, such as the administering and scoring of skills assessments, collecting feedback from various candidates through a survey or questionnaire, and sending emails or text messages regarding the status of an application.

Finally, using a chatbot can be useful for both recruiters and candidates. Candidates can get answers to simple questions about the company, position, and recruiting process at any point. This is without recruiters having to be available to answer their queries.

Offer a Better Application Experience

Whether it’s a fair assessment or not, many candidates base their judgment of what it might be like to work at a company on what the application and interview process is like.

A complicated, outdated, or tedious application process can turn candidates off. It also leads them to believe a company doesn’t care about its employees. A streamlined and user-friendly application and interview process, on the other hand, can be a powerful way to attract top candidates.

You can ensure a simple and satisfying user experience by maintaining a streamlined and easy-to-navigate website. Also, maintain an easy-to-use application template and an accessible and stress-free virtual interview process.

Reduce Bias and Increase Diversity

Most humans, whether we’d like to admit it or not, have inherent unconscious biases. Even when they’re identified, it can be difficult to unlearn and let go of ingrained perceptions of people based on race, ethnicity, gender, age, sexual orientation, or other defining characteristics.

AI tools can help eliminate this bias. They are able to focus solely on qualifications and data points while ignoring demographics. This can help get candidates in the door who might otherwise be overlooked, and, in the long run, can diversify your workforce.

Leverage SEO

Search engine optimization (SEO) is essential when it comes to getting the right job descriptions in front of the right candidates. When creating a job posting, it’s important to include relevant keywords in both titles and descriptions, use easily discoverable website URLs, organize your page or website in a way that makes it easy for Google to crawl it, and earn backlinks from high-ranking, reputable job listing sites.

If this seems a bit overwhelming, don’t fear. There are many SEO tools out there. They range from free to subscription-based, which can help craft job postings that will rank high in Google searches. This helps more potential candidates see them.

Predict Best Fits

Ultimately, none of this is worth much if it doesn’t help your team find their next great employee. SEO can get job descriptions out there in front of the right people. And AI can read online profiles to discover potential candidates. But there’s more to it than that.

AI can accurately match candidates with the ideal skill set for a given job description. Some platforms can even draw on a variety of data points. This helps predict whether a candidate will be a good match for the company culture. It can be the difference between a future employee who does a good job, and one who thrives. Leveraging the right tools in the right way can be invaluable in helping you find the right employee.


Recruitment in the competitive healthcare field can be difficult and time-consuming. Employing technology like SEO, AI, video conferencing, and automation can minimize the strain on employees. It additionally helps identify the best candidates for recruiters and diversifies your workforce. Harness the latest in technological advances to bring your recruitment process to the next level.




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