The A-Zs of Hiring Glossary

Recruitment Technology

What Is Recruitment Technology?

Recruitment technology refers to the use of software and tools to streamline and improve the hiring process. This can include applicant tracking systems, job posting platforms, candidate assessment tools, and more.

Recruitment technology is designed to help recruiters and hiring managers save time and effort by automating repetitive tasks, organizing candidate data, and providing insights into the hiring process.

Some of the most common types of recruitment technology include:

  • Applicant tracking systems (ATS): software that helps recruiters manage and organize candidate data, track applicant progress through the hiring process, and streamline communication with candidates.
  • Job posting platforms: websites that allow recruiters to post job openings and reach a wider audience of potential candidates.
  • Candidate assessment tools: software that uses data and analytics to evaluate candidates based on their skills, experience, and other factors.
  • Video interviewing software: tools that allow recruiters to conduct remote interviews with candidates via video conferencing.

Overall, recruitment technology can help companies improve their hiring process, reduce time-to-hire, and ultimately find the best candidates for their open positions.

Why is recruitment technology important?

Recruitment technology is important because it streamlines the hiring process, saves time and money, improves candidate experience, and helps recruiters make data-driven decisions.

What are some examples of recruitment technology?

Some examples of recruitment technology include applicant tracking systems (ATS), candidate relationship management (CRM) software, video interviewing platforms, and job board aggregators.

Dos And Donts of Recruitment Technology


  • Do research and select the right recruitment technology that suits your business needs.
  • Do automate your recruitment processes to save time and effort.
  • Do use technology to enhance candidate experience and engagement.
  • Do keep your recruitment technology up-to-date to avoid any security risks or system failures.
  • Do use recruitment analytics to measure and improve your recruitment efforts.


  • Don’t rely solely on technology to make hiring decisions – always use human judgement.
  • Don’t automate the entire recruitment process – make sure to keep a balance between automation and human touch.
  • Don’t use recruitment technology as a replacement for good recruitment practices and strategies.
  • Don’t overlook the importance of data privacy and security when using recruitment technology.
  • Don’t ignore feedback from candidates and recruiters when it comes to the usability and effectiveness of your recruitment technology.
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