Before the talent acquisition technology boom, recruiting was a lot simpler. There weren’t a ton of choices in terms of tech, tools, or tactics, so employers more or less used the same approaches, with slight variations here or there.

In today’s HR and recruiting tech space, however, things have gotten a little more complex. This is especially true for high-volume recruiting, where hiring teams often feel intense pressure to become more efficient and produce better results.

How has high-volume changed over time, and how is it likely to change as recruiting technology continues to evolve? Let’s take a look at where high-volume recruiting has been and where it is headed:

Yesterday’s Recruiting Methods

In the past, recruiters mostly focused on being where the active job seekers were. That meant a lot of newspaper classifieds, paper resumes, and fax machines.

Always a people-focused business, recruiters networked, collected business cards, and depended on their rolodexes. The phrase “filing a resume away for the future” literally meant placing a document in a folder in a filing cabinet.

The war for talent wasn’t as fierce back then. Both the silent generation and the baby boomers were keen on staying with their employers for the long haul. It wasn’t uncommon for employees to remain with a company for decades or even the entirety of their careers. Back then, hiring a candidate could mean hiring an employee for the next 30 or 40 years.

Today’s Complex Recruiting Space

Today, candidates are changing positions at faster rates, fielding competitive employment offers, and moving up the ladder by swapping employers and industries as needed. In the US, unemployment has hit a two-decade low. As a result, the market is flooded with new job opportunities for interested candidates.

Candidates are in the driver’s seat in this talent market. They’re looking for jobs on their terms, and they’re demanding better experiences during the recruitment process. Candidates do not just accept low or no communication from employers anymore. If an employer doesn’t respect a candidate’s time and keep them updated on the process, that candidate is likely to drop out of the hiring process and look for work elsewhere. They may even tell their colleagues, hurting the company’s reputation in the industry.

In this environment, recruiters have to work quickly and effectively. Skilled talent is in high demand, and even small process inefficiencies could mean losing highly qualified candidates to the competition.

Technology has both exacerbated and provided answers to this challenge. Automated sourcing can help surface qualified candidates faster than ever, which means recruiters and their competitors are all moving with increased speed. While automated messages may have been viewed by candidates as disingenuous in the past, they’re now happy to accept immediate confirmation emails and mass updates — especially if the alternative is no reply at all.

Tomorrow’s Candidate-Focused Recruitment

Candidates live in a mobile-first world, and they want their job searches to fit right in. In fact, Glassdoor found that 89 percent of job seekers see their mobile devices as important job search tools. With the emergence and popularity of smart home devices, it’s no stretch to predict that people will only grow more and more accustomed to convenient digital communication in all aspects of their lives — including recruitment.

Candidates expect better, faster communication with employers on demand — and their expectations will only rise going forward. In one study, 60 percent of candidates said better communication during the application process would have a strong positive impact on the recruiting process. Employers can meet candidates’ demands by leveraging new tech tools like chatbots, which can allow high-volume recruiting teams to maintain constant contact with candidates without overwhelming themselves.

The world of recruitment is ever-evolving and always improving. New technologies are having massive impacts on how hiring gets done, especially for high-volume recruiting teams. To stay ahead of the curve and continue driving results, it’s important high-volume recruiting teams keep tabs on how tech is changing today and will change tomorrow.

A version of this article originally appeared on the XOR.ai blog.

Aida Fazylova is CEO and founder of XOR.ai.

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