With the market looking for increasingly specialized profiles, companies are adopting digital solutions to streamline their selection processes and reach professionals who truly align with their vacancies. Digital recruitment platforms have been gaining space by simplifying job postings and facilitating candidate screening, speeding up the process and attracting qualified profiles.
A survey by the magazine Gestão e Sociedade indicates that the use of technology in recruitment not only saves time, but also allows for better management of candidate information. With data centralization and automation of steps, these platforms help reduce costs and enhance the efficiency of the selection process.
Alisson Souza, CEO and founder of abler, a startup dedicated to generating employability in HR Consultancies and SMEs, explains that the digital talent bank offers an important advantage. “Technology allows companies to reach professionals with different skills and experiences, speeding up the search for candidates who meet market expectations. A reliable system with millions of registered professionals is a direct gateway to the best hirings, like abler’s talent bank, which has over 7 million professionals,” he comments.
Simplified applications and agility in the process
One of the great advantages of recruitment platforms is the ease of applications. With an intuitive and accessible registration system, candidates encounter fewer barriers to apply for positions, which ends up expanding the number of interested professionals.
Souza highlights that this simplification is strategic to attract truly engaged people. “Some companies think that putting obstacles in the application process will create a ‘natural selection’ of those who truly desire it, but this is a mistake. Simplified applications make a difference. The easier it is for the candidate to participate, the greater the chance of attracting professionals dedicated to the selection process,” he states.
In addition, job visibility is reinforced through integrations with social networks and specialized portals, ensuring that the company reaches professionals who are in line with the desired profile. This way, companies obtain a more qualified return, directing time and resources to strategic selection stages.
Humanizing digital recruitment
Although some still fear that automation may ‘dehumanize’ the selection process, the use of technology is beneficial for both companies and candidates. Souza points out that, contrary to popular belief, automation allows for a more inclusive and fair approach, as it eliminates human biases and provides more transparency to choices. ‘Technology, when used responsibly, brings candidates closer to the right opportunities and eliminates many of the obstacles that occur in conventional processes,’ explains.
For candidates, the gain is also relevant. Automation enables a more practical and faster experience, with more agile feedback and greater visibility for their professional profile. ‘Our platform helps the candidate stand out according to their skills and experience, without them having to worry about sending multiple applications. This greatly simplifies the process and creates a direct bridge between the candidate and the company,’ concludes the CEO of abler.
