Applications
How tech shapes the journey from sorting to securing top talent
In today’s hyper-competitive job market, identifying the right job is becoming increasingly challenging. As the competition intensifies, HR professionals are faced with the daunting task of selecting the ideal candidate from a vast pool of talented individuals. With increasing pressure and traditional hiring methods often falling short, there’s a strong need for better and more efficient solutions. Fortunately, technology is here to help by making the hiring process smoother, more accurate and efficient, from sorting resumes to finding the ideal candidate.
With these new advancements, HR professionals can make what used to feel like an overwhelming task much easier and more effective. Sorting through endless resumes and dealing with unqualified candidates can be tough. Traditional recruitment methods often involve slow, error-prone manual processes. And with fewer standout candidates available, it’s crucial to find a better approach to hiring. There is no doubt in accepting that the recruitment process is complex and needs a critical eye to evaluate the applications.
Technology has undoubtedly transformed the way we hire, offering tools that save time and improve accuracy. For instance, according to the studies by Jobscan and Capterra, 98 per cent of Fortune 500 companies now use Applicant Tracking Systems (ATS) with advanced resume parsing capabilities that leverage AI to speed up the hiring process by reducing bias, promoting transparency, and saving valuable time. These systems scan resumes for relevant keywords and qualifications, allowing us to quickly filter in more suitable candidates from the pool. This saves us countless hours that would otherwise be spent manually reviewing each application.
Analytics have also become indispensable in modern recruitment. Platforms like Bersin by Deloitte’s research shows that companies using analytics tools are 51 per cent more likely to achieve above-average returns on their hiring investments. These tools help us track the performance of job postings, measure the efficiency of our hiring strategies, and make data-driven decisions that continuously refine our process.
Expanding our candidate pool has become much easier thanks to technology. By utilising digital tools that distribute job postings across various platforms, we’ve noticed a substantial increase in the diversity of applicants. This broader reach allows us to attract candidates who might not have been found through traditional methods, leading to a more inclusive and well-rounded hiring process.
However, while technology has brought many benefits, it’s not without its limitations. One major issue is the potential for algorithms and data-driven tools to overlook candidates who don’t fit neatly into predefined categories. Research from Jobscan shows that 75 per cent of resumes are never seen by human eyes due to ATS filters, meaning we might miss out on talented individuals with unconventional backgrounds. Additionally, there’s a risk of depersonalising the recruitment process, which can alienate candidates—especially when studies (by CareerBuilder) indicate that 72 per cent of job seekers prefer a more personalised experience during the hiring process.
As HR professionals, we must strike a balance. While technology provides us with powerful tools to make hiring faster and more accurate, we can’t lose sight of the importance of the human touch. True success in recruitment comes from combining the strengths of both technology and human insight. While data-driven tools can identify strong candidates, it’s our human judgement that adds empathy and understanding to the process.
By thoughtfully blending technology with human elements, we can create a recruitment process that not only identifies the best talent but also offers a positive experience for candidates. This approach ensures that our hiring process reflects the values and culture of our organisation, making it more likely that new hires will be a good fit. Ultimately, the key is to use technology as a support, not a replacement, for the human connections that make our teams thrive.
The article has been authored by BluWheelz CHRO Pranay Prakash.
Applications
With 57 per cent single new users, Ashley Madison rebrands as discreet dating platform
Platform says majority of new members now identify as single
INDIA: Ashley Madison is shedding the “married-dating” label that defined it for two decades, repositioning itself as a platform for discreet dating in what it calls the post-social media age.
The rebrand, unveiled in India on 27 February, 2026, marks a structural shift in business model and identity. Once synonymous with married dating, the company now describes itself as the “premier destination for discreet dating” under a new tagline: Where Desire Meets Discretion.
The pivot is data-driven. Internal figures show that 57 per cent of global sign-ups between 1 January and 31 December, 2025 identified as single: a notable departure from the platform’s married core. The company argues that its community has already evolved beyond its original positioning.
“In an age where our lives have been constantly put on public display, privacy has become the new luxury,” said Ashley Madison chief strategy officer Paul Keable. He framed the platform’s offering as “ethical discretion” for singles, separated, divorced and non-monogamous users seeking private connections.
The shift also taps into wider digital fatigue. A global survey conducted by YouGov for Ashley Madison, covering 13,071 adults across Australia, Brazil, Canada, Germany, India, Italy, Mexico, Spain, Switzerland, the UK and the US, found mounting discomfort with hyper-public online lives.
Among dating app users, 30 per cent cited constant swiping and messaging as a source of fatigue, while 24 per cent pointed to pressure to curate public-facing profiles and early personal disclosure. Some 27 per cent said fears of screenshots or information being shared contributed to exhaustion; an equal share cited unwanted attention.
The retreat from oversharing appears broader. According to the survey, 46 per cent of adults actively try to keep most aspects of their life private online. Only 8 per cent feel comfortable sharing most aspects publicly, while 35 per cent say they are becoming more selective about what they disclose.
Ashley Madison is betting that this cultural recalibration towards controlled visibility can be monetised. By doubling down on privacy infrastructure and reframing itself around discretion rather than infidelity, the company is attempting to convert reputational baggage into a premium proposition.
