„More than half of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool and, unfortunately, that’s because many of them are doing so by hand.”

John Bischke, the CEO of Entelo – written for Forbes

History of obtaining candidates

At the beginning, there were bulletin boards in towns and village centers, cards stuck to shop windows, newspaper advertisements… But along with the development of digitization, job offers appeared in teletext until the internet took over the world. The first known tool for placing offers by companies on their websites and for managing the emails generated by these offers appeared in 1994 and was called NetStart Inc. It was a breakthrough in the field of acquiring a large number of candidates (regardless of the distance between them and recruiters), as well as the method of analyzing their resumes.

In the age of digitization

Along with this breakthrough, the recruitment process has continued to change up until today, where one of the pressing needs is optimization and automation, which we pay special attention to with our ATS solution. Let’s not be fooled by appearances – with automation, we are not talking about replacing the recruiter with a funny machine shaped like a robot from the cartoon “The Jetsons”

robot from "The Jetsons"

How AI can help in the recruitment process?

Thanks to a well-trained algorithm, we are able to meet many of the challenges of today’s recruitment processes by comparing and analyzing the skills of candidates. Modern tools are able to scan, compare and recommend candidates based on keywords accumulated in a resume database.

Technology has gone as far as creating AI algorithms that are used during video interviews. These tools use facial recognition to analyze facial expressions of candidates, using them to compile more data on the candidate.

Less is More

All applications enriched with AI are able to support the recruitment process so that HR departments use their time more strategically but do not eliminate their role. The time saved can on automated processes can be spent in areas where the human factor is more essential. The coolest thing is that by using this type of solution and increasing automation in certain processes, recruiters can be involved in working directly with candidates that are valuable.

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