New Technology That Transforms the Hiring Process

Share By Sachin Shenolikar

It’s no secret that the traditional résumé has never been effective in showing a complete picture of a candidate, especially in fields such as customer service and sales. In those jobs, “soft” skills such as personality and ability to think fast are crucial — and can’t really be shown on a PDF.

“The hiring manger will often say, ‘If only I had seen the candidate before I looked at the resume’ and the candidate will say, ‘If only I could get into the room, I could sell myself,’ says Adam Lewis, CEO of Apploi.

Another big issue: It’s always been time-consuming for managers to sift through and evaluate hundreds of résumés for each open position. However, new technology is making life easier for recruiters and job seekers alike.

Apploi has created an app that uses cloud, video, big data, and geo-location technology to streamline the hiring process. Applicants can find open jobs near them with the app’s geo-location technology. When they apply for a gig through the app, a system scores them against different criteria set by the hiring manager and then organizes that information. The manager can log in to a dashboard to review the applicants, with top candidates who scored highest being highlighted.

That’s a big step toward another big key: Moving important parts of the evaluation that traditionally have been done during in-person interviews — or even after employees have started a job — to earlier stages in the process. An app called Career Sushi, aimed at Millennials and Gen Z job seekers, has incorporated video and graphics to add more substance to an applicant’s first impression. Apploi has taken things a step further. A company can create an application that presents an audio/video scenario of an angry customer and then ask candidates to record a response using the app, explaining how they’d handle the difficult person.

“Seeing more of the personality of a candidate upfront is extremely useful,” says Lewis. “[Managers] have lots more information to make educated decisions about who to hire.”

Recruiters are also using traditional tools such as LinkedIn more efficiently. In years past, many would try to find potential fits for their company through keyword searches of profiles. They also used what LinkedIn career expert Nicole Williams calls the “post and pray” methodology: Posting openings on job boards and then praying that relevant candidates applied. That’s a crapshoot, so say the least.

The mentality has now shifted. In addition to applicants, recruiters are also looking for more passive job seekers. Many of them are active on the site, sharing content, commenting on influencer posts, updating their profiles and chatting in groups.

“Roughly 80% of the workforce is not actively looking for a job but is open to conversations about relevant external opportunities,” says Williams. “Recruiters must proactively search for, contact, and sell their jobs to passive candidates.”

Recruiters are also marketing their company’s talent brand (how it is externally perceived as an employer) to attract passive candidates. According to Williams, strong talent brands can reduce the time to hire by up to 50 percent and reduce turnover by up to 24 percent.

LinkedIn’s Work With Us tool, which went mobile last year, has helped recruiters efficiently find and contact passive candidates with the appropriate skills and experience for the jobs they’re looking to fill. “This targeted approach to recruiting significantly shortens the time-to-hire, saving recruiters money and making them more productive,” says Williams.

Combining emerging technologies such as mobile, cloud, and video have created new ways for recruiters to find and evaluate talent. With the hiring process becoming efficient and painless thanks to these apps, the result could be that the traditional résumé is on the brink of extinction.

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comments (2)

  1. Kosmas T Spiridellis

    Finally an article that makes sense….Thank you

  2. Jayson E. Atkins

    I think this is awesome to immediately separates the re-active from the proactive not only for the jobseeker but the poster as well.


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