The technology as an ally in the personnel selection process

post title The technology as an ally in the personnel selection process

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Why is technology important in the recruitment process?

Technology has revolutionized the way companies conduct the recruitment process. With the help of digital tools, companies can reach a wider and more diverse audience, allowing them to find the most suitable candidates for the job. In addition, technology also allows employers to evaluate candidates more efficiently and objectively, reducing the possibility of unconscious bias in the selection process. 

Applicant tracking tools, for example, allow employers to track candidates and keep in touch with them more effectively. In short, technology is a valuable tool for companies looking to improve their recruitment process and find the best candidates for their vacancies.

Recruitment tools:

Nowadays, technology has become a fundamental ally in the personnel selection process. Companies have a wide variety of tools that allow them to optimize and streamline this process, from publishing job offers on specialized portals to conducting virtual interviews, today we will mention in broad strokes the 3 that have had the greatest impact in recent years:

Applicant Tracking Systems (ATS)

One of the biggest technological advances in the recruitment process is the implementation of applicant tracking systems (ATS). These systems allow recruiters and employers to more efficiently manage the flow of candidates, from receipt of applications to hiring. ATSs can automatically analyze and sort resumes, identify relevant keywords, and filter out candidates who best match the job requirements.

In addition, ATSs can also send automated emails to candidates, schedule interviews, and track candidates throughout the selection process. In short, ATSs are a valuable tool for recruiters and employers looking to optimize their recruitment process.

Skills and personality assessment platforms

These platforms allow employers to know more accurately the skills and characteristics of candidates, which helps them to make more informed and accurate recruitment decisions. In addition, these platforms can also be useful for candidates, as they allow them to know their strengths and weaknesses, which helps them to improve and better prepare for future job opportunities.

Recruitment chatbots

Recruitment chatbots are one of the most innovative technologies in the recruitment process. These artificial intelligence programs can interact with candidates in an automated way, answering frequently asked questions, scheduling interviews and evaluating the suitability of applicants. In addition, chatbots can be programmed to analyze the language and personality of candidates, which allows a better selection of the most suitable profiles for the position. In short, recruitment chatbots are a valuable tool for human resources departments, as they save time and resources in the recruitment process.

Advantages of technology in recruitment

Thanks to technology, time and resources can be saved by automating tasks such as reviewing resumes and conducting virtual interviews. In addition, technology makes it possible to identify the most suitable candidates for the position by applying algorithms and data analysis. This not only facilitates decision making, but also improves the candidate experience by receiving a faster and more personalized response.

Time and resource savings

Technology has made the recruitment process more efficient and cost-effective. In the past, reviewing resumes and conducting interviews involved a great deal of time and human resources. However, with the automation of these tasks, the time and costs associated with the selection process can be significantly reduced. In addition, technology allows for virtual interviews, eliminating the need to coordinate schedules and travel, which translates into time and money savings for both parties.

Identifying the most suitable candidates for the position

We can achieve greater accuracy in identifying the most suitable candidates for the position. Algorithms and data analytics can assess not only the candidate’s skills and experience, but also their personality and values. This allows for a better match between the candidate and the company’s culture, which in turn increases the likelihood of success in the position. In addition, technology can also help identify potential unconscious biases in the selection process, ensuring greater fairness and diversity in hiring.

Improving candidate experience

Technology has made it possible to improve the candidate experience in the recruitment process. By automating tasks, candidates can receive a faster and more personalized response, which gives them a sense of appreciation and respect for their time. In addition, conducting virtual interviews allows them to participate in the process from anywhere, giving them greater flexibility and convenience. 

Challenges of technology in recruitment

Although technology has revolutionized the way companies recruit and select personnel, it also presents significant challenges. One of them is the lack of personalization in the selection process. Often, the algorithms used to filter resumes and candidates do not take into account the unique skills and experiences of each individual, which can lead to the exclusion of highly qualified candidates.

In addition, there is a risk of algorithmic bias, where algorithms can perpetuate unconscious bias and discrimination in the selection process. Therefore, it is important that companies use technology responsibly and supplement their selection process with human intervention to ensure a fair and equitable selection.

Examples of companies that use technology in recruitment


Amazon is one of the leading companies in the use of technology in the recruitment process. The company uses a variety of tools and platforms to evaluate candidates, from technical skills tests to online interviews. In addition, Amazon has developed its own artificial intelligence system called “Amazon AI,” which helps recruiters identify the most suitable candidates for each position. Thanks to these technologies, Amazon has been able to optimize its recruitment process, reduce hiring times and improve the quality of its hires.


Hilton is one of the leading companies in the hospitality industry that has embraced technology in its recruitment process. The company uses an online recruiting platform that allows them to post job openings and receive applications efficiently. In addition, Hilton has implemented a virtual interviewing system that allows them to evaluate candidates remotely, which saves time and resources. This technology also allows them to conduct online skills and personality tests, which helps them identify the most suitable candidates for each position. In short, Hilton has found in technology an ally to improve its recruitment process and find the best talent for its team.


Unilever is one of the leading companies in the use of technology in the recruitment process. The company has implemented an online recruitment platform that uses artificial intelligence to analyze candidates’ resumes and select the most suitable candidates for each position. In addition, Unilever also uses online games and personality tests to assess candidates’ skills and competencies. Thanks to these technological tools, the company has been able to reduce selection time and improve the quality of candidates hired.

Tips for using technology in recruitment

From posting job openings to evaluating candidates, technology has simplified and streamlined many of the processes that were once tedious and manual. However, it is important to keep in mind that technology cannot completely replace human intervention in recruiting. In this section, we will explore how to use technology effectively and in a balanced way in the recruitment process.

Combining technology with human intervention

While technology can be a great aid in personnel selection, it is important to remember that it cannot completely replace human intervention. It is necessary to combine technology with the experience and judgment of human resources professionals to make informed and fair decisions.

For example, technology can help with screening resumes and skills testing, but the final hiring decision must be made by a human being who takes into account factors such as the candidate’s personality, company culture, and work experience. In short, technology is a valuable tool, but it cannot replace the importance of human intervention in recruitment.

Evaluate the effectiveness of the tools used

It is essential to evaluate the effectiveness of the technological tools used in the personnel selection process. This involves analyzing whether the tools are performing their function efficiently and whether they are providing valuable information for decision making.

It is important to keep in mind that not all tools are suitable for all companies or for all jobs. Therefore, it is necessary to carefully evaluate the tools and tailor them to the specific needs of the company and the job in question. In addition, it is important to keep abreast of the latest trends and advances in technology to ensure that the best and most up-to-date tools are being used in the recruitment process.

Ensure that the technology does not generate bias

One of the main risks of using technology in recruiting is the potential for bias. For example, if you use resume analysis software that is programmed to search for certain keywords, you may rule out candidates who might be excellent for the position but who do not use those keywords in their resume.

To avoid this, it is important to constantly review and adjust the algorithms and criteria used by technology to ensure that they are not generating biases. In addition, it is important that recruiters are trained to identify and avoid bias in the selection process, regardless of whether technology tools are used or not.

Technology can be a great ally in the personnel selection process

As we have seen, there is no doubt that technology has revolutionized the way companies carry out their recruitment processes. However, it is important to keep in mind that technology cannot completely replace human interaction in the selection process. While technological tools can help screen and rank candidates, it is essential that employers also conduct in-person interviews to assess candidates’ personality and interpersonal skills.

At JH Staffing Solutions, we understand the importance of having a team of highly trained professionals committed to the success of your company. Therefore, we invite you to let us advise you and discover how technology combined with a team with high human quality can be a valuable tool in the recruitment process. Contact us today and find out how we can help you find the ideal candidate for your company, we are here to help you!

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