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Do you still remember how a recruiting process was done a few years ago? A paper application seems so out of date when we look at the current situation and the way we communicate with applicants today.

Do you still remember how a recruitment process was done a few years ago? To think that once, we were totally dependent on submitting a paper application, to start a recruitment process, seems like something so outdated and outdated when we analyze the current situation and the way we communicate with candidates today.


The technological revolution and the ‘unbridled’ use of social networks, changed a number of social behaviors, working methods, the way we communicate, and even the way we recruit.


The e-recruitment is therefore a reality. Companies’ needs are always yesterday and we need quick decisions about short-listed candidates. Business accelerates and recruitment has to follow. In addition to the already typical submission of candidacies through platforms, interviews via Skype and the capture of candidates based on LinkedIn or other social networks.

The e-recruitment has replaced the old methods of recruitment because it has several advantages, namely: it shortens the geographic limitation, allows a faster selection, a larger and more direct reach of candidates and speeds up the selection.


And, there is still a new paradigm in the recruitment process of today, in addition to the computer ‘mechanization’ of the processes, we have to mention the ability to assess the candidates themselves. If in the past, only the candidate was the target of scrutiny by their evaluators, now the company that recruits must have consistency in the image it wants to convey abroad.


More than ever, companies are also being evaluated. Candidates behave as evaluators who issue value judgments in the community and can directly influence, positively or negatively, the opinion of third parties about the company, impacting the creation of a good or bad reputation.


This last point makes us reflect on the importance of communication and how, despite the automation of the recruitment process, it cannot suppress the physical interview. It will always be essential to assess the candidates’ soft skills and adaptability to the company’s reality and ensure that the interviewer conveys the organization’s image and values.


Finally, another consideration to be made is the fact that today a company can no longer do without an internal platform that allows an efficient management of applications and allows quick access to relevant information about candidates.


These are some of the most obvious changes in recruiting. Is your company already aligned with these challenges?


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