Technology as a tool for better Recruitment Practices


Every year, lakhs of students fresh out of colleges and universities, hope to start their careers in the corporate world. For most companies, campus recruitment thus is the central source of hiring for entry to mid and semi-mid level positions in the organization.

Among the myriad of students and colleges, it is imperative that companies select candidates that are a good fit for the organization in terms of capability and personality.

However, traditional forms of recruitment take up a lot of time, effort and other monetary and non-monetary resources, owing to the sheer volume and scale of applications and the complexity of the processes.

Johnny C Taylor, President – SHRM, in his opening address of the recently held 2018 SHRM conference said,

“Technology is changing the way we work today. Only those organisations who understand the value of human talent and human capital and innovate to attract the best talent will move forward, those who don’t will face a difficult future.”

However, technology is increasingly paving the way for systematic management of applications by deploying just the right amount of resources. As competition heats up, more and more companies are looking to use effective data management techniques to help select the right candidate from the vast talent pool at their disposal. Using technology helps raise productivity and boost competitive spirit.


Some of the ways in which technology can help improve campus recruitment are:

  • Ultilize resources optimally and reduce costs:

    Campus recruitment involves various activities such as interactions via seminars or events, PPTs, application management, shortlisting, assessments and interviews. Using technology to manage these various processes can save at least 40% of the time on the recruiter’s part. Recruitment also comes at a great cost in the form of travel, events, branding activities, etc. Digitizing some of the processes can cut down on these costs significantly.

  • Ensure presence throughout the year:

    Using digital modes of communication, companies can mark their presence at campuses at all times, leading to student engagement and recall value. Generating mobile content ensures that a larger student pool is reached.

  • Allow companies to automate the selection process:

    Instead of sifting through a number of resumes physically, software companies like Reculta help in shortlisting the right candidate through a click of a few buttons.

  • Database management:

    Records of previous applications, interviews and feedback from previous selection rounds if available on one platform, can provide comprehensive view of the candidate pool to the recruiters.

  • Analytics-driven insights:

    Technology and data analytics go hand in glove for enabling decision-making at all levels. Software firms like Reculta are using advanced analytics and machine learning algorithms to derive insights. The same can be employed in hiring processes to identify the best talent, sharpen evaluation and reduce turnaround time.


Today’s hires are the leaders of tomorrow. Nurturing talent from the base level ensures fewer attrition rates and ingrains a sense of loyalty among employees. Hiring involves looking at both short-term and long-term company goals and objectives. Thus, it is in the best interests of companies, to streamline their hitherto unstructured and primitive hiring processes and use advanced technology to derive the most out of the placement drives occurring across institutes.

“ It’s time for HR to be battle-ready, and it’s time to relook, reconsider and redesign the way HR is thinking its strategy around human capital. “ – Roopank Chaudhary, Aon India


Medha Chatterjee