Blog Posts Business Management

Recruiting and HR Tech

Blog: Capgemini CTO Blog

Part 4 of the blog series illustrated how to build an individual candidate experience based on a concrete candidate journey example. What is needed for an efficient implementation? HR Tech!

HR Tech for Recruiting can be structured along three categories

Automation technologies

Automation technologies in the HR context mainly cover robotic process automation (RPA) technologies, artificial intelligence (AI), and chatbots.

Platform-based technologies

Platform-based technologies in the HR context describe infrastructures such as cloud technologies and social media.

Video-based technologies

At the moment, video-based technologies in the HR context mainly cover solutions using virtual reality (VR). VR-glasses are used are used, for example at career fairs, to provide interested talent with a virtual office tour while sharing an impression of the working environment, which can significantly influence and increase the number of job applications from companies. In addition, VR scenarios can help to test applicants in virtually simulated situations. Apart from that, information videos on career sites offer a lot of potential to set a company apart from its competitors.

HR Tech can be used along the whole candidate journey

Imagine you have a job opening in your organization. Via active sourcing in social media, you arouse potential candidates’ interest and give them the direct opportunity to take part in a virtual tour of the company. They can thus get to know the different business areas through gamification elements in a fun way. Since the company has already optimized the job advertisement by means of AI, the offered position is perfectly tailored to their interests and skills. Hence, potential candidates are more eager to start the application process right away.

With their mobile devices, they can easily create and submit a video about their motivation. That not only makes it faster, but applicants also find it much more pleasant than a traditional motivation letter. After the first successful test, you as an HR professional can directly make an appointment with the candidate using the tool.

For the first conversation, your organization provides the opportunity to talk to a chatbot, but the candidates can also prove their skills by taking gamified tests (e.g., with HireVue). Besides the fun, the candidates can be sure to be evaluated objectively throughout this process.

Your organization uses service providers such as Traitify to analyze the candidates’ fit with the company and job role in terms of skills and personality. Once they have overcome this hurdle, the applicants can be sure that they have found the perfect job – role and working environment are ideally matched to their qualifications and interests. For your organization that means that you have found a motivated, perfectly fitting and engaged new employee for building and sustaining a successful future.

Both applicants and companies benefit from HR Tech

Thanks to HR Tech, applicants experience a more efficient and intuitive way of applying and have the opportunity to look inside the company before starting to work.

Companies benefit from the use of HR Tech by gaining capacities for HR core topics, being able to reduce costs and processing times, and finally being able to strengthen their position in the competitive talent market.

HR Tech supports applicant-oriented recruiting

As shown in the post on applicant needs in recruiting, applicants today want the application process to be as simple and fast as possible. As described, HR Tech offers many advantages and potentials to change applicant management and to align it with different target groups. Thus, the challenge of making the candidate journey faster, more innovative, and above all more applicant-oriented succeeds. However, it is important to mention that most applications are still in their infancy and only a few companies have dared to take the step of using HR Tech.

In view of the advantages described, you should ask yourself not “if,” but “when”: Only those companies that implement and professionally use promising solutions right from the first applicant contact will be able to attract tomorrow’s talent to the company and thus, have a decisive advantage in the competition for the employees of the future.

Do you also want to take the first step and become one of the pioneers of HR Tech? Get in touch with our experts to co-design your candidate experience enabled by HR Tech solutions and strengthen your position in the battle of the talents!

You can read our complete blog series here.


Sebastian Dorfmeister

Senior Consultant

Capgemini Invent

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