The Evolution of Recruitment: From Traditional Methods to AI and Technology

Artificial intelligence is more than just popular in 2024. The rise of its integration into different areas and industries has been observed for last several years. According to the Forbes survey, the AI market is going to reach over $1,300 billion by 2030. Shocking but well-predictable statistics in the world of AI-driven tools, Chat GPG, and automated process via machine learning algorithms.

Despite most users disliking AI-generated content or personalized advertising without human fingerprints, businesses apply artificial intelligence more and more often. For example, analytics, online marketing, and social media posting are powered by AI-based tools to speed up routine tasks and hit targets faster.

The same story about recruitment approaches. They are significantly transformed with the help of artificial intelligence and ML solutions. A great example is a new-normal way of email communication, chatting, and querying. According to the Forbes charts, these tasks are among often-delegated to AI among recruiters and job applicants throughout the world.

It is impossible to reject the era of technological advancements that bring labor dynamics, digitalization of resource management, and many more. Let’s review the evolution of recruitment in 2024. What are the traditional methods, and how are HR specialists switching to AI-based solutions and technology-driven transformations?

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Recruitment “BEFORE”: Traditional Methods to Consider

The main focus of today’s recruitment is the same – attract, screen, and retain top talents while meeting both employers’ and employees’ expectations. Before AI-driven transformations, the list of traditional methods HR managers apply was:

• Newspaper ads — job seekers purchased special-purpose brochures, industry magazines, or weekly with published advertising and call themselves if they are interested in the vacancy described;
• Offline job fairs — were usually held in business parks, conference halls, or educational establishments to find young specialists in the universities or willing job applicants who attended these arrangements.
• Employee referrals — recruiters asked workers to promote the vacancy among their friends and family to attract people using the word-of-mouth method.

Nevertheless, these methods are even far from traditional. They are dinosaurs or mammoths in the context of present-day recruitment. HR departments were ruled by the above-listed strategies in early 2000s and earlier. Then, the evolution of recruitment aimed at the exploration of online channels — freelance website, career portals, job web applications, and ads on the Internet with the opportunity to have a dialog with candidate via email.

It goes without saying that the Internet revolutionized HR strategies and recruiters’ approaches to searching for talent. New networking opportunities began with social media recruitment, including LinkedIn, Facebook, and Instagram. Now, messaging, screening, and employers’ job advertising on the Internet are traditional recruitment methods.

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Recruitment “AFTER”: Digital-Friendly Transformations

The first technology applied for the HR managers’ convenience and simplified workflows is ATS (applicant tracking systems). Secondly, data-driven solutions were developed for recruiters. Predictive analytics knocked on the door in 2017-2018 and transformed recruitment strategies. With the help of analytical research, recruiters were able to track various metrics, including candidate quality, cost-per-hire statistics, time-to-fill statements, etc.

Finally, AI tools are in-game in the context of recruitment. The first area of artificial intelligence application was precisely analytics (hiring forecasts, talent identification, recruitment estimations, etc.). With AI-powered solutions, recruiters switched to exciting diversified workforces.

• Extra perks promoted by artificial intelligence that help present-day recruiters are:
• Ai-powered automated sourcing;
• Email personalized advertising;
• AI job description analysis;
• Automated role matching;
• Chatbot automation;
• Automated screening process;
• AI-based assessment & coordination, etc.

It is worth noting that digitalization makes remote recruitment possible. Virtual hiring practices are among traditional approaches today. It is possible to screen, interview, coordinate, and onboard candidates online. The unlimited talent pool is perfect due to remote hiring, which we can enjoy now.

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AI in Action: Wild.Codes Case Study

Wild.Codes uses AI for job description generation and the fast, risk-free search for the best-matching candidate every employer requires. Minimum manual efforts are needed from the client’s side to reach desired results:

• The user should fill out the online form for details and wait for AI-driven job description generation. The user manages reviewing, editing, and posting via messengers or email.
• There are ready-to-use templates for front-end, back-end, full-stack, and mobile devs, together with QA & DevOps engineers, product & project managers, data scientists, and business analysts.
• To get AI-vetted and expert-verified profiles of the most recommended candidates in 47 hours, users should share their role requirements for the job position and budget details.

Finally, clients are able to start interview scheduling and invoicing, which includes a 1-week trial to be sure that you have a perfect match for your business tasks. Discover Wild.Codes as soon as possible and explore AI-based solutions that will fuel your business up. Do not stand against progress and innovation - lead trends and become an ambassador of new technologies!