Today, recruiters can whittle an applicant pool down to a short list before speaking to candidates. And someday soon, they might not need to interact with potential hires at all.

Adoption of recruiting technology is speeding up as employers have had to take many processes virtual. While software and automation have mostly been aimed at the top of the recruiting funnel, applications continue to march forward into more complex stages of the talent acquisition process.

"Something we suspected before the pandemic is that organizations don't have a lot of necessary data to make adaptive, forward decisions" in the recruiting process, Mark Brandau, principal, head of the global HCM/Talent practice at Forrester, told HR Dive in an interview. "[Employers] either want to automate that more because of high volume, or they want to find better quality candidates."

Tools like virtual assessments, "on-demand" video interviews and job simulations are making progress on that front. Some organizations implemented them after shelter-in-place orders took effect. But many others were already using them as a way to be more accessible to candidates, and are now using them more. Brandau and others suggested recruiting automation will gain support during this pandemic-driven expansion.

These technology solutions are supporting the "post-apply to hire" stages, Mike Hudy, chief science officer at Modern Hire, a recruiting platform that includes interview technology, assessments and scheduling tools, told HR Dive; workflows that combine these things can drive automation of hiring but also effectiveness, he said.

For more, visit HR Dive

‍

‍