Traditional Vs Tech Hiring Tools.

The recruitment sector is continually evolving and over the last decade has changed significantly thanks to the increased use of hiring tools and recruitment tech. This advancement has been widely accepted because it really can make the recruitment and selection process much faster, more accurate along with reduced costs leading to overall improvements in efficiency. Is there still a place for the traditional recruitment process in the current age of fast-moving digital tech industries? 


Hiring managers and human resources have traditionally used advertising channels like newspapers, trade magazines, recruitment events and recruitment agencies to promote vacancies to a broad audience. This can be labour intensive with costly advertising and agency fees plus lengthy timelines to find suitable candidates. Whilst these recruitment channels have largely faded away, they can have a place in certain circumstances particularly for graduate or intern intakes or where a particularly senior open role needs to be filled. 


The plethora of online job boards has been the main channel used for recruitment in recent years but with the increase in fake job postings (as much as 80%) top talent is moving away from these channels towards a more specialised approach using online trade sites or LinkedIn for example. For recruiters the effectiveness of job boards is declining as skilled talent moves away from these platforms and is particularly the case in the digital tech sector where good talent is becoming scarce.  


There is a move currently away from traditional recruitment processes and online job boards towards more developed Artificial Intelligence (AI) hiring tools. Whilst these tools can be great for finding talent quickly at a lower cost and with increased matching accuracy there may still be a place for traditional recruitment. In reality there is likely going to be a hybrid mixture of the traditional approach and hiring tech over the coming years because in certain circumstances a specific skill set may be required that can only come from an experienced hiring manager or agency.  For very senior roles that require a high-level hands-on personal approach, because of commercial sensitivities for example, the hiring tech available may not be the best recruitment method. However, for the bulk of open roles hiring tech can give recruiters an edge in finding the right talent quickly and efficiently.  


One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally. 


Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.