How are organizations using technology in the recruiting process?
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A lot of the people that we recruit at our firm are individuals who have spent two to three years at a big four firm doing IT audits; they want to continue auditing, but for a niche player. So we have a wide range. We have experienced hires, but in many cases these are people in their mid-20s.
If a recruiter sends them an email, it may be days before they see it. You have a better shot with LinkedIn these days because of their mobile app, so the responsiveness is a bit better. But I say to our recruiters all the time, "Let me text this person and see where they're at with the offer." There was a joke at one point in time, because we were doing so much recruiting via text: Do I need to give people a laptop, or do we just give them an iPhone and an unlimited texting plan to do their work? But adapting to the candidate base is a key message. You have to adapt to the tools that they use to bring them on board.
What I learned from my last two organizations, after recruiting with them for our own interns, is that they really are trying to hire talent in college or woo them in other ways, and it's way more reliant on technology than it ever was before. I think that's due to the nature of the competition right now. They’re trying to get their name out and go for people that aren't necessarily looking, because maybe they haven't explored other options.
In my experience, mostly the use of technology in recruiting process occurs at head hunting phase. Use of linkedin type websites is very common. In I.T industry, technology is also used to scrutinize candidates by conducting online written tests or practical demonstration of the skills e.g. coding skills, devops etc.