Financial Data
Updated 03 Aug 2020


How digital transformation will affect your recruitment too

Recruitment has always been a tough environment – trying to match skills to values to company culture. Competition for good resources also further complicates matters. As digital transformation continues to disrupt various industries across the globe, recruitment will get tougher. 


Yvonne Dias, 30 September 2017  Share  0 comments  Print


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Digital transformation (and disruption) means its critical for companies to have solid recruitment strategies and processes in place to aid and foster their own digital transformations. You need to be innovating – altering existing practices, overcoming challenges and developing processes.

The recruitment arena is traditionally complex, faced with many challenges such as the time it takes to work through the volume of CV’s received coupled with the initial assessments, technical assessments, interviews with senior managers etc.

In addition, validating candidate information, placement fees, finding the right candidates, scarce resource pools and quick turnaround times all add to this time and cost intensive exercise. But, for every challenge, there is a technological revolution not far away.

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Your digital transformation is not negotiable

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Machines will not have the ability to completely take over recruitment as it is, at its very core, an emotional process. Successful recruitment initiatives ensure a fit between the company culture and the candidate – something requiring the human eye and perception.

Technology, however, through the use of data analytics, automation and machine learning, can and will continue to perfect the process of finding suitable candidates to choose from, managing all communication and helping organisations to cut recruitment time and costs and find suitable candidates faster.

The disruption that Artificial Intelligence and Machine Learning will bring into the world of recruitment, assisting recruiters to more effectively mine candidates and analyse the intangibles, strengthening the success rate of placements and providing a higher ROI.

Job candidates are also vastly different when compared to fifty years ago. Therefore, recruitment processes cannot remain stagnant. Candidates coming into the market are tech savvy and expect fast and easy application processes and communication. Therefore, companies have to evolve or fade into oblivion. With access to apps, from banking to logging leave that are all automated, why not recruitment? 

Technology has and will continue to disrupt recruitment

Software has assisted recruitment companies on multiples levels. Having a system improves turnaround times and efficiency. With the right system, an ad can be created, approved and posted with a few ticks and clicks. A system can also have pre-built in questions that perform your initial assessment of candidates, providing HR with a pre-filtered list of candidates.

Interviews can also be scheduled from the smart systems and managers can view all interviewee details from the system dashboard.

In essence, new-age recruitment systems create a formal process that flows with the business thus reducing turnaround times and ensuring you get back to candidates in the nick of time, beating the competition and ensuring top notch candidates see you first. 

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A proper recruitment system also retains CVs (with the permission of the candidates) which allows you to mine and tag the CVs you like for future potential positions. This database of CVs becomes a powerful mining tool and cost saver.

Integration to online tools is also essential as the Internet has enabled online communities where recruiters are exposed to possible candidates and insightful analytical data. LinkedIn has greatly increased company’s credibility and accelerated their recruitment initiatives. Social recruiting helps business to capitalise on referrals and also serves as a powerful way of getting additional information on candidates before even making contact.

As the digital world continues to disrupt processes, traditions and perception, all industries are faced with the responsibility of either transforming or falling behind and recruitment is definitely in the process of being shaken stirred and revolutionised. Recruiters should keep in mind, however, that transformation is not just a leap but a process which should aim to disrupt, not just follow.

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About the author


Yvonne Dias

Qualified as a chartered accountant, Yvonne heads up the solutions division of Mint Management Technologies – a Microsoft gold partner. She is responsible for driving and managing Mint’s .go organisation, which focuses on developing industry first technologies through partnerships with leading individuals and businesses to ensure IT innovation.

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