Technology's Impact on Recruitment and Selection: Navigating the Pros and Cons

Published by:
Joe Caccavale
April 27, 2023
min read

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Technology has transformed the way we live and work - there’s no argument there. Whether it's your smart money management app providing quick savings solutions or your air fryer creating crispier roast potatoes than you ever thought possible, our lives have arguably been made far better with modern day tech. 

But how does technology affect recruitment and selection specifically?

The traditional methods of hiring have certainly evolved over the last few years, and alongside a better understanding of the need for diversity, inclusion, fairness and great candidate experience, technology has played a vital role in enhancing the recruitment process's efficiency and accuracy. But, unsurprisingly, automation tools and artificial intelligence within the recruitment space can come with its own set of pros and cons. 

In this blog, our experts share their thoughts on the impact of technology on recruitment and selection, as well as its potential benefits and drawbacks. 

So, whether you're a seasoned HR professional or a business owner looking to leverage technology in your hiring process, this blog will provide you with valuable insights and actionable tips to navigate the pros and cons of technology's impact on recruitment today. Let’s get started!

Understanding the impact of technology on recruitment and selection

Technology has revolutionised the recruitment and selection process for thousands of companies already, making it more efficient and streamlined for both recruiters and job hunters. With growing pools of data and increasing research around potential applications, the overall impact - today, and over the next few years - has the potential to change the way organisations approach recruiting and talent management forever.

However, it is essential to understand both the benefits and the challenges of technology in recruitment and selection before you consider implementing it into your current recruitment process. By doing so, employers can make informed decisions about the technology they use, ensure they are using it ethically, and maximise the benefits while minimising the drawbacks.

A brief look at benefits and challenges

From online job postings to video interviews, technology has made it easier for employers to reach a wider pool of candidates, and for job seekers to apply for positions more easily. Candidates can be assessed more accurately and effectively, and employee retention rates can skyrocket as a result.

However, the impact of technology on recruitment and selection is not entirely positive. One of the biggest concerns is that technology can reduce the human element of recruitment, leading to a dehumanised and impersonal process that can negatively impact the candidate experience. Additionally, across some applicant tracking systems and talent management software, there is a significant bias risk. Algorithms and artificial intelligence tools are often only as unbiased as the data they are trained on - but this is not the case at Applied.

5 key benefits of using technology in recruitment and selection

  1. It can significantly speed up the hiring process. This allows employers to fill positions more quickly and efficiently.

  2. It can solve issues around bias in the hiring process. Contrary to what some people assume (that AI tools are trained on biassed data), tools like the Applied platform are actually built to eliminate bias completely from the hiring process. From anonymous and randomised applications to inclusive job descriptions, you can keep diversity and inclusion at the forefront of your hiring strategy.

  3. It can help businesses reach a wider pool of candidates. Online job postings and social media platforms can help employers cast a wider net and attract candidates from diverse backgrounds and geographies. This, in turn, can increase the chances of finding the best-fit candidate for the position.

  4. Employers can assess candidates more accurately and objectively. Pre-employment assessments and artificial intelligence tools can help to reduce bias in the hiring process by focusing on objective criteria such as skills and qualifications, rather than subjective factors like age, gender, or ethnicity. This can lead to a fairer and more diverse recruitment process.

  5. It can improve the candidate experience. By making the application and interview process more convenient and accessible, and providing automated  updates and feedback, candidates can be kept engaged and informed throughout the hiring process. 

3 key challenges of using technology in recruitment and selection

  1. Reducing the human element of recruitment. While technology can streamline processes and increase efficiency, it can also lead to a dehumanised and impersonal hiring process which can negatively impact the candidate experience.

  2. Significant investment of time and resources. Employers must ensure that they are using the right technology for their needs, and that their HR staff is trained to use it effectively. Failure to do so can result in wasted resources and a suboptimal hiring process.

  3. Data privacy and security concerns. Employers must ensure that they are using technology ethically and transparently, and that they are protecting candidates' personal information.

Before all that however, it’s key to select the right technology for the job. Employers should identify their specific hiring needs and goals, and then research and evaluate the technology options available to determine which ones will best meet their needs. A future-proof, ethical solution should be built on diversity and inclusion, backed by science, and be easy to use and manage!

See below for some key best practices to follow when implementing technology in your hiring strategy:

  • Set clear goals for the technology and establish a plan for implementing it. This includes identifying the specific hiring needs that the technology will address, creating a timeline for implementation, and determining who will be responsible for managing and using the technology.

  • Maintain a human connection throughout the recruitment and selection process. While technology can increase efficiency, it's essential to ensure that candidates feel seen and heard throughout the process. This can be achieved by providing prompt and personalised communication, offering opportunities for candidates to interact with company representatives, and using technology to enhance, rather than replace, human interaction.
  • Ensure you are protecting candidates' personal information and privacy. This includes using secure platforms for data storage and communication, regularly reviewing and updating security measures, and being transparent with candidates about how their data will be used.
  • Regularly evaluate the effectiveness of the technology. This includes collecting and analysing data on the hiring process to identify areas for improvement, regularly reviewing candidate feedback, and staying up-to-date on new technology developments that could improve the recruitment and selection process.
  • Train HR staff on how to use the technology effectively. This includes providing training on how to use the software or tools, as well as providing guidance on how to interpret and act on the data generated by the technology.

  • Leverage technology to streamline administrative tasks. Recruitment tools like Applied aren’t limited to gathering candidate data. Companies can save valuable time, cut costs and focus on the bigger picture by automating things like resume screening, interview scheduling, and sending follow-up communications. HR staff can focus on more strategic tasks like candidate engagement and assessment, which in turn provides that all important positive candidate experience!

Ultimately, while technology can be a powerful tool, it might never quite replace the human element of recruitment and selection - which is, surely, a good thing. 

Employers are now faced with the task of balancing the efficiency and convenience of technology, with the need for personal interaction and communication, to provide that great candidate experience that can set them apart from others. 

At Applied, we’re experts in supporting organisations in doing just that, and creating a hiring process that is both efficient and effective while maintaining a human touch. Why not book a demo of our platform today, and discover what talent acquisition built on fairness really looks like?


How can technology help reduce bias and improve diversity and inclusion in hiring?

Technology can help reduce bias in hiring by automating and standardising the recruitment process, removing subjective factors, and providing objective data on candidate qualifications. Additionally, technology can enable blind screening of candidate applications, reducing the potential for unconscious bias.

What types of technology can be used in recruitment and selection, and how do they work?

Various types of technology can be used in recruitment and selection, including applicant tracking systems (ATS), video interviewing tools, candidate assessment software, and artificial intelligence (AI) algorithms. These technologies work by automating or streamlining various aspects of the recruitment and selection process, including resume screening, candidate assessment, and communication with candidates.

How can employers ensure that they use technology ethically and fairly in hiring?

Employers can ensure they use technology ethically and fairly in hiring by selecting technology that is designed to reduce bias, providing training for HR staff on how to use the technology effectively, monitoring the technology for potential bias, and regularly evaluating the effectiveness of the technology-based recruitment and selection processes.

How can employers balance the use of technology with human involvement in the hiring process?

Employers can balance the use of technology by identifying the tasks that can be automated or streamlined, and the tasks that require human interaction. This includes using technology to reduce administrative tasks and increase the efficiency of candidate assessment, while maintaining human interaction and communication throughout the recruitment and selection process.

How can employers evaluate the effectiveness of their technology-based recruitment and selection processes?

Employers can evaluate the effectiveness of their technology-based recruitment and selection processes by collecting and analysing data on various aspects of the process, such as time-to-hire, candidate engagement, and candidate quality. Additionally, employers can regularly review candidate feedback and use this feedback to make adjustments to the recruitment and selection process as needed.

What role will technology play in the future of recruitment and selection?

Technology will continue to play a significant role in the future of recruitment and selection, with the use of AI and automation likely to increase. Additionally, there will likely be continued development of technology to address specific recruitment and selection challenges, such as reducing bias and improving candidate experience. However, it is important to remember that technology should always be used in conjunction with human judgement and interaction to ensure a fair and effective recruitment and selection process.

Applied is the all-in-one recruitment software purpose-built to reduce bias and reliably predict quality talent.

Start transforming your hiring now: book in a demo.