Most organizations use some form of recruitment technology, with applicant tracking systems being the most prevalent
Fully 82% of respondents say their firms use some form of recruitment technology. Applicant tracking systems (ATS) continue to be the most widely used recruitment technology, with 61% of responding organizations using one. They are especially likely to be used among larger organizations, with 82% of companies with 1,000 or more employees using one.
ATS are a staple of most recruiting technology systems, and their origins can be traced back to at least a quarter of a decade. Their functionality has evolved over time from simply keeping track of resumes to matching applicant profiles with those required for a given position or role.
Other prevalent technologies are shown in the figure below. Thirty-eight percent use a platform to encourage and track referrals from current employees, and 22% use a recruitment marketing platform. The latter is an integrated solution that allows organizations to promote their brand, reach out to prospective candidates, leverage social media platforms, and track recruiting effectiveness.
Organizations want better skills assessments and an improved ability to match job titles with searches
We asked respondents what they would like to see from job advertising technologies in the future. More than half want better skills assessments (55%) and an improved ability to match job titles with searches (52%).
Assessments have become more important in recent years as organization strive to gain a better understanding of skill sets among their workforces. Some assessments focus on hard/technical skills (e.g., finance, IT, project management) while others focus on soft skills (e.g., people-relation skills, collaboration, emotional intelligence). Some assessments try to gauge cognitive ability whereas others focus more on attitudes and behaviors.
There are also various technologies to help better match job titles to job openings. However, such matching can be difficult. Job titles are not always consistent from organization to organization, with companies calling similar job functions different things. Organizations are seeking technologies that can help them address this problem.
