Recruitment Tools for 2024: Advancing Efficiency, Candidate Experience, and Compliance 


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Recruitment Tools for 2024: Advancing Efficiency, Candidate Experience, and Compliance 

Looking back on the past decade, we have witnessed one of the fastest and most significant changes in the recruitment landscape. Driven by advanced and innovative tools and technologies, we expect more developments in 2024.

In this post, we’ll tackle game-changing recruitment technologies, unveiling modern tools that could reshape recruitment processes in the future.


How Technology Benefits Hiring and Recruitment    

Technology has taken every industry by storm, including recruitment, allowing companies to save time and money, access quality hires, and streamline hiring processes. According to, a company that provides employee management software, it takes about 23 hours for a recruiter to screen resumes and shortlist applicants for interviews—time that could have been used for more productive tasks, like scheduling and interviewing candidates.¹

With the right AI tools, these processes can be streamlined and automated while minimizing human error and freeing up time.


Benefits of AI

A study back in 2021 by the Harvard Business School (HBS) said that many prominent companies have started looking into leveraging AI for their hiring and recruitment processes. Companies like Hilton, Procter & Gamble (P&G), Delta Air Lines, Amazon, and many other Fortune 500 companies rely on programs and software to source the best candidates for their organization.²

In the same article from Forbes, about 55 percent of human resource leaders revealed that they use predictive algorithm software and AI-based tools to support their hiring processes.


Downside of AI

While AI allows companies to scale their operations, streamline processes, and minimize repetitive tasks, it still poses some threats. Chief of HR Research at Gartner Brian Kropp said it could unintentionally make biased remarks and discrimination, placing Black, Asian, and minorities in poorer career opportunities.³ AI uses algorithms programmed by humans using existing data, and these data may contain biases and varying levels of discrimination, affecting the results of using AI in recruitment.

Read More: Responsible Innovation and AI Adoption: 8 Policy Considerations for Employers 


4 Talent Acquisition and Recruitment Tools For 2024 

This year has profoundly been the biggest year of AI, having more than 7,000 tools and counting, all of which were programmed to make lives easier.⁴

The endless possibilities of technology give recruiters and hiring managers the opportunity to become more effective and efficient with talent acquisition. Let’s dive in and discover the best recruitment tools you can develop and adopt to enhance your hiring processes in 2024.


1. Hybrid Virtual Interview Platforms

Remote work has been one of the trends in the employment landscape this 2023, which also resulted in many interviews being conducted virtually. Thanks to Zoom, recruiters found a way to interview people worldwide.

Hybrid interview platforms, however, are more robust and functional than standard video-conferencing tools. These tools automatically analyze candidates through AI, increasing efficiency. It is a full-blown, independent AI software that can handle document collection, assessments, and interviews. Here are some of the features of Hybrid Virtual Interview Platforms:

  • Most support multiple file formats (text, audio, and video).
  • They offer one-way video interviews.
  • Candidates can retry and choose the perfect video they take.
  • Collaborative hiring is allowed, allowing hiring managers to give feedback and comments.


Read More: Ask the Right Questions: 2023 Interview Strategies to Make Informed Hiring Decisions


2. Automated Candidate Sourcing

Automated candidate sourcing tools are programs and software that locate the best candidates for a role, using AI and machine learning to analyze, screen, and filter candidates through desired traits and qualifications. Most candidate sourcing platforms integrate with Applicant Tracking Systems (ATS), social media, and job boards, seeking applicants that best fit the job description.

Employers use automated candidate sourcing tools to help their hiring managers find potential candidates without losing quality. The tool scans through thousands of profiles, resumes, social media, and other relevant information about candidates, categorizing and filtering them effectively.

Unlike the usual skills assessment tools that recruiters use, automated candidate sourcing combines recruiting software and project management.


3. Automated Interview Scheduler

Scheduling an interview requires constant back-and-forth between the internal teams and candidates. With an automated interview scheduler, recruiters can focus more on other tasks.

By eliminating manual data entry, tapping potential candidates, and scheduling interviews, recruiters are less burdened through automation. These tools have built-in interview workflow automation that takes care of workflows and processes, integrating calendars and keeping scheduling efforts to a minimum.

Dr. Lindsey Zuloaga, HireVue’s Chief Data Scientist, said that humans and machines working together is the perfect combination for a seamless experience.4 Recruiters often spend time doing things that don’t necessarily need human intervention. If these tasks can be automated, recruiters can focus more on building relationships with candidates, focusing on the more human side of recruitment.


4. Applicant Tracking System (ATS)

Applicant tracking systems help recruiters and hiring managers organize and track applications instead of manually filtering resumes and adding candidates to the pool. It saves time and money, allowing recruiters to handle tasks simultaneously. For instance, ATS can help hiring managers clear out first-level applicant categorization and screening through the skills and experiences on their resumes.

Arran Stewart, Co-Founder and Chief Visionary Officer of, said that most of these systems would be readily available with specific technologies, making the entire process easier and faster.⁵ ATS can automatically rank and match every resume candidates submit, providing real-time analysis about the applicant and quicker decision-making for employers.

Here are some of the features of an ATS:

  • They can store candidate data for future consideration with notes, pointers, etc.
  • Filters and categorizes resumes through keywords and advanced Natural Language Processing.
  • Some ATSs have retargeting capabilities that can be used to keep resumes and skills in the pool available for future roles.


The Future of Recruitment 

As AI technology progresses, it’s easy to expect more complex, functional, and sophisticated AI recruitment tools in the coming years. These innovative technologies and algorithms can examine more data points and precisely assess applicants, furthering the quality of hire, time efficiency, and cost-effective hiring processes.



We have seen the initial effects of AI and how it can improve the hiring process. The benefits of AI are very promising, encouraging organizations to adapt and integrate it into their operations. Ensure you’re utilizing these modern technologies by leveraging AI and today’s advanced tools, giving candidates a smoother and faster hiring procedure.

At Strategic Systems, we focus on identifying the best candidate for a role. Our extensive team of researchers and managers will ensure you get the candidate you need.

Reach out to us today, and always have an easy-to-access pool of qualified candidates.



  1. Bahr, Katie. “Resume Screening.” Eddy, 15 Sep. 2023.
  1. Reicin, Erin. “AI Can Be a Force For Good In Recruiting And Hiring New Employees.” Forbes, 16 Nov. 2021,
  1. “The Use of Artificial Intelligence in Recruitment: Friend Or Foe?” The Adecco Group, 17 Jun. 2020,
  1. Martin, Nicolas. “The Boom of AI Tools.” Medium, 11 Aug. 2023,
  1. White, Sarah, and Bell, Terena. “Applicant Tracking System: The Secret to Beating a Resume-Filtering ATS.” CIO, 21 Oct. 2021,