Hiring today looks very different from hiring ten years ago. In the past, a CV might have landed directly on a manager’s desk. Today, it is far more likely to pass through a piece of software before a human even sees it.
In this post, we will look at the rise of recruitment technology, how it works and what it means for employers and candidates. In the next two posts, we will explore why human judgement still matters and how job seekers can adapt to these changes.
The shift towards automation in recruitment
Businesses today face greater pressure to fill roles quickly and efficiently. Rising costs, global competition and higher volumes of applications have made traditional hiring slower and harder to manage. In response, many organisations have turned to technology.
Several tools now play a key part in the early stages of recruitment:
Applicant tracking systems (ATS): Software that scans and organises CVs based on keywords.
AI resume screeners: Programmes that predict candidate suitability using algorithms.
Chatbots: Automated tools that answer candidate queries and even conduct first-stage interviews.
Online assessments: Tests that check skills, personality traits, or cognitive abilities before shortlisting.
These tools aim to take the pressure off recruiters by handling the early, time-consuming tasks.
How these tools work in practice
When someone applies for a role today, their CV often enters an ATS before a person reads it. The system looks for certain keywords or phrases that match the job description. If the right words are missing, the CV may be filtered out, no matter how strong the candidate’s experience.
Some businesses use AI tools to rank candidates based on predicted performance. Others use chatbots to answer questions, book interviews or even reject applicants who do not meet basic criteria.
For example, if a company is hiring a marketing manager, the ATS might be set to prioritise CVs that mention “digital campaigns,” “SEO,” or “content strategy.” A strong marketer who uses different language may never make it past the first round.
The benefits for employers
Technology has clear advantages for businesses:
Speed: Hundreds of CVs can be screened in minutes rather than days.
Consistency: Every application is judged by the same criteria.
Reach: Online tools allow businesses to reach larger, more diverse candidate pools.
Data-driven decisions: Patterns in hiring can be tracked and analysed over time.
For growing companies or those hiring at scale, these tools offer real savings in time and cost.
The drawbacks and risks
Despite the benefits, there are significant risks in relying too heavily on automation:
Missing strong candidates: Rigid filters can screen out people with valuable experience simply because they do not use the right words.
Bias in algorithms: AI is only as fair as the data it learns from. If the training data reflects human biases, the AI may reinforce them.
Poor candidate experience: Automated responses, lack of feedback and long silences can damage a company’s reputation among applicants.
Narrow talent pools: Hiring only those who match a set profile can lead to less diverse, less creative teams.
Automation should make hiring easier, not less human. Yet without care, it can lead to exactly that.
Conclusion
Technology has changed hiring for good. It allows businesses to move faster and reach wider audiences, but it also creates new risks. Good hiring still depends on careful judgement, not just algorithms.
In the next post, we will explore why human insight remains essential — and where machines still fall short.
