Implementing and Embracing Change

Implementing and Embracing Change in the Recruitment Industry.

Change has occurred all throughout the lifespan of the recruitment industry. Agencies were a place for both candidates and clients to physically go and inform about job openings, or on the other hand, hand in resumes. Telephone books were used to find potential candidates. For many it is hard to imagine waiting for a candidate to walk through the door.

It is important to continuously question traditional methods of doing business. There can always be a more effective or efficient way to conduct an activity. That said, there are many that oppose change. Globalization increases on a daily basis as the introduction of new technology becomes more rapid. This is the reason why it is crucial to adapt and implement changes. Increased globalization means that a business which normally in a complete brick-and-mortar situation would have had only a limited number of competitors and would be able to sustain a certain competitive edge without constantly evolving could survive or even flourish. The marketplace for many different businesses now is enormous, competitors are countless and the combination of that and increased development of technology creates a difficult place to retain a competitive edge.

Additionally, change can impact an organization’s culture positively by encouraging innovation, developing new skills, which in turn develops staff and leads to increased opportunities, and improves the morale of the business as a whole.

E-recruitment or known as online recruitment is how web-based technology that is used to attract, assess, select, recruit, and onboard candidates referred to as now. Through e-recruitment employers/agencies are now able to cast a wide net and reach a large number of potential employees/candidates. Individuals seeking employment also have the capability of uploading their resumes on different platforms to match themselves with relevant jobs.

With every major jump in technology from the introduction of telephones, computers, internet then the world wide web, the recruitment industry has changed and adapted with it. Although artificial intelligence has been researched since the 1950’s it is becoming more prominent now. There has been a large amount of level 1 implementation of AI within recruitment, but what should be expected next?

The next article will go into depth on the levels of AI and what the recruitment sector has to look forward to. It will explain level 1, assisted intelligence, level 2, augmented intelligence, and level 3, autonomous intelligence.


This is the second article in a series written by the Mackinnon and Partners AI recruitment specialist, Callum Mackinnon. Check out the previous article here.

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