How technology is changing the face of recruitment

Visualise yourself taking a virtual stroll around your future office and getting a vibe for the place, even before you apply for the job.

You could see your colleagues, your department’s layout and possibly make the decision to apply based on how this experience makes you feel instead of relying only on a job description.

This is the magic of technology that has revolutionised the way you interact with the world. The days of circling job classifieds in your local newspaper are over as technology has revolutionised recruitment.

Access to Generation Z

Generation Z is invading the workforce as interns or at entry-level positions. Using technology (smartphones, internet browsing) is as natural as breathing to them. No wonder they check their phones 150 times a day!

If you want to tap into this goldmine, then you must be digitally savvy and speak their language. Snapchat ten seconds of your CEO competing in a pie eating contest to show your organisation’s lively side.


Studies have shown that millennials desire more than a generous payslip and want to be engaged in other aspects of work life such as community outreach programs, weekly drinks and mentorship.

Tools such as Snapchat and Instagram give you the power to attract talented millennials who are seeking a positive work culture by letting you do more than post a job ad and market your unique business persona.

Swift Recruitment via Mobile Technology

Ground-breaking apps such as JOB TODAY are changing the face of recruitment by connecting jobseekers in software development, Recruitment process with employers directly to quicken the hiring process by removing unnecessary bottlenecks such as time lags and third-party agencies.

Employers are able to find suitable candidates within a reasonable time frame to fill their role. Not only that, mobile recruitment allows busy employers to post jobs and schedule interviews whilst on the go – such as when serving customers or traveling on the bus. The convenience and swiftness of such a recruiting model is only adding to its growing popularity.

  1. Social Reach to Talent Pool

The birth of social media has redefined boundary lines for jobseekers and employers by creating new methodologies to negotiate, communicate, and network.

  1. Direct contact: Linkedin allows job seekers/employers to message and talk directly. There is more transparency in the application process (as each party knows what stage of the recruitment process they’re at) and applicants no longer need a reference to attain an interview.
  2. Virtual CVs: The traditionalpaper CV is slowly fading as recruiters and jobseekers are engaging online. Virtual tools such as the JOB TODAY CV are changing the industrial benchmark. Individuals are building themselves as personal brands on social media channels to appeal to potential employers and are able to demonstrate their key skills with achievements and milestones.
  3. Employer branding: As mentioned earlier, businesses now have to project a favourable public image on social media if it wishes to lock in its talent pool. The first thing a jobseeker does is to check a company’s Facebook page to see what kind of content it has and what kind of work culture it portrays. Hence, firms now invest proactively in their social recruitment strategies and advertising content.