A Company is nothing without its employees, making recruitment is an essential process for your organization. It’s about finding top talent, and today the best way to do that is by establishing a strong talent brand. Every recruiter seeks to find the best talent to develop their organization and take it ahead of its competitors. When it comes to best recruitment practices, recruiters want to add speed and efficiency to this often cumbersome process.

Recruiters have two main recruitment methods. One is traditional recruiting, and the other is automated recruiting. The US has seen a significant rise in automation technology usage. Leading hiring managers in this $2 billion HR industry are automating their recruitment processes and streamlining information-gathering steps while making sure their organization stays abreast of changes.

The rise of automation in the recruitment industry has many exciting benefits however, there is a lingering concern that highly intelligent recruitment software may not be reversed or replaced by the traditional recruiting methods. Proponents, on the other hand argue that automated recruiting will reinforce the role of the recruiter and should be considered as a vital tool for businesses.

What are some the differences between automated versus non-automated recruiting?

The new generation of recruitment from companies like BullhornICIMS, Source Gain, and others are purpose-built for the recruitment industry. They are providing a modern and enhanced user experience for both candidates and recruiters which tell you which CV’s match your jobs best and allow recruiters to see the best applicants first. It appears that automated recruiting will continue to expand in features, capabilities, and number of users.

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