Should different industries use different recruiting technologies?

Nicholas, great recruitment begins and ends with the hiring manager understanding that putting the right people in the right places at the right times is the single-most important responsibility they have, and learning to master the interpersonal skills involved in the endeavor. After that, the technology used becomes a matter of finding the right tool for the job.

There is a grave misunderstanding out there that the *tool* will automatically handle the job. While throwing a hammer might indeed strike and set the nail, there are much better odds that it will just damage the wood. Sinking and setting a nail requires skilled use of the hammer. Using ATS or other recruitment technologies without understanding that will likely cause hiring managers to completely miss their best candidate.

There are a growing number of options in recruitment technology. Choosing the best for a particular hiring manager and company entails drilling down what your needs really are, and seeking the solution that truly gives you the spectrum of information you will need for preliminary decisions. Just remember how important it is to see the people in people, not just the facts.

Together, let's put the fun back into work!
Belldon Colme
belldoncolme@gmail.com

Recruitment technology is depend on their requirement. If a company is more of concerned about the candidate skill set, or experience. it will go for the different recruitment techniques. If the company is well matured will usually have the standard technology to recruit the candidates.

http://www.nichesuite.com/#

Certainly. But as we know, it should depend on needs.
However, more than just technology which is actually good
only for keeping track of candidates and just a little more...
"recruit through connections and friends", these are people
you could trust; and if trust is lacking, you could always
put your heart at ease by visiting the candidate's blog
and Q&A's to determine his quality.

This is @TheGreatLight.

If you refer to recruitment as how to find the right person at the right place, then it is not a question of technology but a concern of how to evaluate a candidate.
When one's referring to recruitment technology, it means that the recruiter is carrying out his duty by using some kind of software with processes to identify key words in a resume.
Whatever is the system or the "technology" you use, at the end the recruitment itself will always remain a question of candidate's experience, personnality, reward and "integrability" and that's precisely where recruiters are professional interviewers or just "CVs suppliers" as there are too many nowadays.