The Impact of Technology in Recruiting Top Talent

by | Sep 25, 2019 | IT Recruitment

Are you on the lookout for top talent to hire in your organization? Don’t get too complacent and think that there is an unlimited supply of top-notch candidates out there. The recent years have proven that the global economy is generating jobs at a much faster pace.

Thus, today’s talent-driven economy has prompted stiff competition for top talent in various industries. Attracting top-quality employees who are looking to stay in the organization for the long haul is the ultimate goal of any recruiter.

Recruitment Challenges of a Talent-Driven Economy

There is a convergence of forces that are creating challenges to an employer’s ability to attract and retain top talent. The HR and recruitment field need to work around with these challenges to actively participate in the competition for top talent.

According to Social Talent, an online recruitment training solution, several recruiting challenges have made it harder for organizations to entice talented candidates to join their firm:

A, Adapting to the new job market

One of the biggest challenges that companies face in their recruitment efforts is that they do not behave as if they are already living in a candidate-driven market. The demand to fill vacancies are far outstripping the supply in candidates for many different industries today.

For the recruitment team, this means that they are experiencing an increasingly demanding and competitive talent-driven market where recruiters from other firms are also vying for the same candidates.

This is why recruiters who still use old-school hiring practices are at the risk of losing the opportunity to get in touch with potential candidates. Furthermore, they are also more likely to miss out on attracting top-notch applicants at the beginning of the hiring process.

Nowadays, candidates who are not actively looking for positions will not be receptive to cold calling or reading irrelevant recruitment emails. This simply shows that recruiters need to go beyond the traditional hiring strategies to pique a candidate’s interest.

B. Retaining millennials and the Generation Z workforce

Employees are said to be the lifeblood of an organization. Without them, the company will simply cease to exist. A new generation of workforce is now driving the bottom line of an organization. These are the millennials and the Generation Z (Gen Z) workforce.

As more baby boomers begin to retire, millennials and the Gen Z workforce are expected to dominate the global working landscape over the next two decades. Both millennials and the Gen Z workforce have significantly different characteristics from the previous baby boomer generation.

For one, both of them have a close affinity with the latest technological innovations. They also tend to favor their personal needs more than the company they work for, they want open communication with regular feedback, and they are more comfortable with a fluid career.

Hiring a potential candidate who leaves their position too quickly will reflect poorly on the company’s recruitment team. Additionally, it also increases their workload since they need to find another suitable candidate to fill in the newest vacancy. Recruiters today need to come up with an effective strategy to attract and retain millennials and the Gen Z workforce.

Technology is a recruiter’s secret weapon

Whether you’re a veteran or a newbie in the recruitment field, technology offers recruiters with the right tools to connect with top talent. Companies that are in pursuit of gaining top talent have one thing in common: they have all shied away from traditional recruiting methods.

To gain competitive advantage, organizations need to start getting more creative with their recruitment process. The strategies used by recruiters a decade ago is no longer sufficient to attract the best talent that is out there.

Companies are now focusing on coming up with new and exciting ways to attract the best of the best from all backgrounds, helped in no small part by the advent of technology and the Internet.

Here are some of the latest trends in technology that recruiters need to take advantage of to attract top talent:

  1.     Big Data Analysis

Several decades ago, recruitment used to be a social profession; but recent technological advancements have made it out to be a numbers game too. These days, recruitment professionals firmly affirm that data is now starting to drive new recruitment trends that significantly impacts how companies hire new talent.

Data provides organizations with useful insights that help the recruitment team make informed hiring decisions. Recruiters are now learning how to leverage data and make strategic decisions that will help them find, nurture, manage, and hire top latent.

  1.     Artificial Intelligence

The use of artificial intelligence (AI) is slowly gaining traction in recruiting, and it’s becoming one of the top trends that everybody is starting to get on board with. 

Using AI-enabled recruitment software will help automate the process of searching for qualified candidates. It will quickly sift through your network and talent pool to help you get the top candidates that match your criteria.

Other AI-based technologies, like chatbots such as Roborecruiter, will help improve your organization’s candidate engagement. AI chatbots provide an instantaneous response. It also allows employers to stay in touch with potential candidates.

As a result, it will significantly reduce the recruitment team’s workload, particularly on menial and repetitive tasks. It simplifies a recruiter’s job and at the same time, it helps foster a more efficient way to provide a greater candidate experience for the company.

  1.     Social Media Recruitment

Using social networking sites like Facebook, LinkedIn or Twitter to find potential candidates is not a new trend. However, using social media as a referral source is now a crucial tactic to find well-rounded applicants in today’s labor force.

In fact, the Recruitment Process Outsourcing Association noted that over 30% of companies saw an increase in their referral candidates once they have actively engaged in social media recruiting. They also added that referral candidates are often the ones who stick around longer and perform better in their current jobs.

While social media may be a nifty tool in a recruiter’s arsenal, the trick is to not get too carried away in these platforms. It is still essential to build rapport with potential candidates. 

Using social media does not mean that you should only tweet about job postings. Keep in mind that social media recruiting also has its own set of best practices, similar to the recruiting process itself.

  1.     Increased reliance on video interviews

The globalized economy shows that the world is more interconnected now more than ever. Tapping into the global talent pool has been made easier with advancements in technology and the Internet. Teleconferencing is one of the technological advancements over the past decade that has enabled and also encouraged telecommuting in the workplace.

According to PC World, a global computer magazine, around 60% of organizations are turning to video interviews for their recruitment practices. Video interviews are starting to make resumes obsolete, and it’s also steering in a new way to screen candidates for their face-to-face meetings.

There are some teleconferencing software such as Zoom, Montage, Interview4, and Jobvite that can record video interviews. This makes it so much easier for the organization’s recruitment team to review and screen qualified candidates.

Get on board the latest trends to get ahead of the competition

With the use of modern recruitment technologies, Sysgen RPO provides competitive staffing and recruiting advantage for your company. We can help leverage recruitment strategies with innovative recruitment methods and top-notch recruitment solutions that can propel your company’s hiring engagements.

From the advancements in AI to reliance on data analytics, Sysgen RPO will make sure that your company remains up-to-date with the latest recruitment technologies to find the best talent for your vacancies.


5 Biggest Challenges Modern Recruiters Face – Social Talent. (2016). SocialTalent. Retrieved 13 March 2019, from

KLOSS, B. (2017). Attraction & Retention: Employer’s Needs–Part I. Employee Benefit Plan Review, 72(2), 14–15. Retrieved from

Oswal, N. (2018). The Latest Recruitment Technology Trends and How to Really Use Them. PC World. Retrieved 13 March 2019, from

Reilly, A. (2019). What is the Impact of Technology on Recruitment?. Retrieved 17 March 2019, from

Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.