Is the use of technology in your organization’s recruiting process helping or hindering hiring efforts?

It definitely helps to faster review, select and schedule candidate interviews. I like the fact that I can see if the candidate applied to other positions in the company and if he went to an interview, see the notes of the interview team.
Its easier to search for keywords and access the candidate resume, cover letter, references etc in a single system. 
I do hire for multiple offices in US and Canada so the location of the candida is important, the recruitment portal lets me sort candidates by city, state/province and country.

We've been blowing up our whole ERP system over the past year and a half. We're putting in Oracle Cloud and we just brought on a recruiting module. After we brought it on, we immediately turned it off because everybody was getting rejected and had bigger problems with Oracle. We're revamping that process now, because our system was 20 years old and the experience coming in turned people off out of the gate. So in that case, technology was a hindrance to making it an easy process. Beyond that, we'll also revamp the onboarding process. Hopefully we can make it easier so that there’s less paperwork, and more tech for new hires to go through. In theory, that's how it'll all work.

To the degree that technology is there, it has to be as short and painless as possible. We've used a couple different platforms here. We used Greenhouse for recruiting at one point. We switched over to Workday last year. I think most people either love or hate Workday. I don't know many people that love all of Workday, but there are finance pieces, and HR pieces, etc., so anybody who says they like or don't like Workday, is probably overgeneralizing.

Every platform like this is customizable by the customer, but I'll give Workday credit in the respect that when I spend 45 minutes to an hour interviewing a potential candidate, that feedback form is on my phone. It's a one to four scale where three is recommend, four is highly recommend, two is don't recommend, and one is definitely don't recommend. You can do that rating right away, put in a couple comments, and it moves it on to the recruiting team. The human capital team has already set up the workflow for that. To me, that's the right use of technology: You're focusing on human interactions, and you're not bogging people down in process. If I had to spend 15 minutes documenting a 45-minute conversation just for the purpose of moving someone on to the next person, that wouldn't make sense.