Are traditional approaches to candidate shortlisting and assessment about to be replaced?

There are plenty of traditional candidate shortlisting and assessment methods that are used as part of the recruitment process but are they about to be replaced by the latest advances in technology?

Once suitable candidates have been attracted to a role an initial sift needs to be undertaken as part of the application process, then those who make it through the ‘knockout’ stage need to be assessed as part of the screening process. All whilst being fair, transparent and acting without discrimination or bias throughout the process.

The importance of getting to the right people, placing them in the right roles and getting the fit between prospective employees and organisation culture should not be underestimated. It requires careful screening and skills matching and crosses into personality and cultural fit.  

A typical sequence we often see in use to determine this are longlisting & shortlisting, application and pre-screening, telephone/face-to-face interviews and reference checks. Many still use this approach but with the abundance of technology and new approaches available to us, should we seriously consider and invest in these against the more traditional methods?