Recruiting is one of the most critical functions for any organization. It’s also one of the industries that have seen the most significant changes over the past few years. The highly-competitive nature of recruiting and hiring means that every company needs to be on top of trends and technologies if they want to be successful in finding great talent.

This article will look at some of my favorite tech tools on the market and some predictions for what we can expect over the next few years.

1. Recruitment automation

Recruitment automation is using technology to automate routine tasks in the recruitment process. The technology in recruiting can be used to reduce time and cost, increase efficiency and accuracy, and improve candidate experience.

In addition to this, it can also be used to reduce bias by removing manual steps from the process, such as reading resumes. This allows recruiters to focus on more important activities like sourcing instead of mundane tasks like reviewing resumes in a specific format that make them look good before they get rejected!

Automation can be an excellent tool for recruitment, but it’s essential to consider the consequences. For example, if you automate the interview process, some candidates may still need to get a chance to talk to a human being. This could result in poor candidate experience and even loss of business if customers are unhappy with their experience when applying for jobs at your company!

2. Virtual reality

Virtual reality (VR) is a computer-simulated environment that can be explored and interacted with by a person. It typically incorporates auditory and visual feedback but may also allow other sensory inputs like haptics.

Virtual reality has many applications in the consumer and commercial sectors, including video games, simulation training, medical & surgical procedures, flight simulation, architectural design, journalism, and filmmaking.

In recruitment, it can help candidates experience working in the company by immersing them in virtual job scenarios where they can interact with people from different departments.

Virtual reality recruiters use a new way to assess candidates, as it allows them to understand better whether they would be the right fit for the job based on their personality and ability to work in a team. Employers can also assess how well candidates perform under pressure and if they have any phobias that could affect their work performance or safety.

3. Use of live data in the recruitment

Live data in recruitment is collected in real-time. From a candidate’s point of view, this means they can be assessed on the spot before being offered a job. Real-time assessment is also known as ‘assessment on demand.’

For example, let’s say you want to hire an engineer who can operate in both Windows and Linux environments. You run a live assessment using an online test (similar to the ones used by companies such as Google or Facebook) where candidates have to solve problems using either Windows or Linux operating systems, with no prior preparation allowed.

If they pass the test within a certain time, they are invited for an interview at your office or another location convenient for both parties involved. The process takes between one and three weeks from start to finish – much faster than traditional recruitment processes!

4. Employee advocacy

Employee advocacy is a new concept that has been gaining popularity over the last few years. Employee advocacy is the act of employees recommending your company to others, whether it be through referrals or social media.

The best part? It’s a great way to build trust with potential candidates and attract passive candidates who may have yet to consider applying.

You can implement employee advocacy in any number of ways. Make sure you ask for feedback from existing employees and encourage them to share their experiences on social media and review sites like Glassdoor and LinkedIn. And allow them to leave comments on your website (they’ve already mentioned they love working there!), put up posters around the office, so people know they’re allowed to share their love of working there… the list goes on!

5. Artificial Intelligence and extensive data analysis

AI and extensive data analysis are used in recruitment to understand candidates better. AI can predict a candidate’s performance, fit for the job, and future behavior. For example, if you want to hire a candidate who will work as a data scientist at your company, then you can use AI to analyze their past performances in similar jobs.

AI is also used to analyze the candidate’s resume and past achievements. For example, if you want to hire a data scientist who has previously worked on Machine Learning projects, then you can use AI to find out their past projects involving machine learning. And this way, you will be able to identify what kind of projects they have worked on and whether they are good at them or not.

6. Social media, messaging, and mobile apps

Social media and messaging apps have become a significant part of our everyday lives. As a result, they are now being used to source candidates for jobs. Social media is considered one of the best ways to find candidates for open positions because it allows companies to target people who may not otherwise see their job advertisements.

Mobile apps also continue to grow as they allow employers and job seekers convenient access to their phones or tablets. Job seekers can use mobile applications that help them keep track of their job search progress while also allowing them to apply directly from the app if they wish (rather than going through another website).

Employers can use these same types of apps to collect information about potential candidates, schedule interviews with them remotely, or even send out automated messages when an opening at their company matches someone’s skills and experience level.

7. Predictive analytics and forecasting algorithms

Predictive analytics and forecasting algorithms will be used in recruiting. These tools can predict a candidate’s likelihood of accepting an offer based on crucial information like salary, location, and cultural fit. This allows recruiters to identify a more effective pool of candidates more likely to accept offers.

Recruiters can use predictive analytics to identify candidates likely to accept an offer from their company. For example, suppose a recruiter is looking for a candidate with experience in Salesforce. In that case, they could use predictive analytics tools to identify all candidates with this experience and then sort them by salary range and location. This process allows recruiters to focus on the most relevant candidates rather than wasting time on ones that need to be corrected for the job.

8. Referral programs and talent pools

Referral programs are a great way to fill roles in your company, but they also make it easy to find passive candidates for other jobs. It’s been proven that employee referrals are the most effective way to fill any vacancy, so make sure you aren’t missing out on this opportunity!

Talent pools are another great way for companies to source passive candidates who aren’t actively looking for work right now. They allow you to create a database of people who may be interested in your company or industry—allowing them an easy way to leave their details if they decide they want more information about your company down the road.

9. Candidate experience and virtual or remote interviews

Virtual or remote interviews are for more than just candidates. The same technology used to improve the candidate experience can also improve the company’s hiring process. It provides transparency into how a candidate will be interviewed and gives insight into each interviewer’s experience at the company. And whether they fit with your corporate culture.

Suppose you’re on a video interview platform like InterviewStream. In that case, you can use our automated scoring algorithm, which includes a rating score based on 14 dimensions of each interviewer’s demeanor and communication style in real time!

10. Remote hiring

Remote hiring is a growing trend in recruiting and hiring. Remote hiring has many benefits, including reducing costs, increasing efficiency, and attracting talent in more locations. This type of recruitment can also be more effective at retaining talent since it allows them to work from home or another location that’s convenient for them. Many employers now use contact finder extensions or tools like SignalHire to find potential candidates.

Remote hiring can also be more inclusive for job seekers with disabilities who may not be able to make it into an office for interviews. And because the process is more flexible, remote hires are often more likely to stay on board after getting hired.


Recruiting has changed an incredible amount in a concise amount of time. Today’s recruiters need to be prepared for what the future holds, but luckily there are plenty of companies out there providing resources and tools to help them do just that.