Whether you’re just out of college and ready to start your career, or you’re looking for a change, you may have noticed that job seeking is changing. Part of it has to do with technology in general, such as online applications vs. postal mailing of resumes and cover letters, and another has to do with social media. In a way, the “human factor” is somewhat removed from the process, at least in the initial screening stages.

CNN Money recently published an article talking about these changes as they related to college students who are gearing up for graduation. The article talks about how fewer companies are conducting on campus interviews, instead turning toward automated screening processes for the initial phase of the application.

The reduction in on campus interviews stemmed from the recession back in 2008, but even as the economy stabilized, companies did not see the value in visiting campuses as much as they used to.

What are they doing instead?

Some are reporting that they rely on automated software programs such as HireVue, a software program that assists with employee selection. Some companies prefer this method for several reasons:

• It is automated, meaning less time HR Departments spend sorting through resumes and applications.

• According the HireVue’s website, software programs allow for company-specific application processes that are more streamlined and focused on the position candidates are applying for versus standard resumes.

• Additionally, incorporating video introductions gives employers a quick glance into a candidate’s personality before they get to the interview process.

• Companies are finding that resumes are becoming less effective in learning about candidates and predicting the success of a new hire.

• In addition to such automated technology, social media is also giving employers a level of insight into a candidate at the beginning stages of the process.

The message is essentially this: companies are using technology and social media to lift the burden of traditional hiring processes, and job seekers need to be aware of this. In addition to being able to provide a strong application, job seekers must also take the following into consideration:

• Resumes may be on their way out the door: when seeking a job, really think about whether it could be a good fit. Long gone are the days of mass mailing a resume to see what sticks. With automated processes, it will be important to make sure your qualifications align with the job you’re seeking.

• Get comfortable with technology: just as automated screening tools are coming into play now, it won’t be long before video is the new job application. If you’re not familiar with web based recording, it might not be a bad time to get comfortable with recording yourself on video. It might be the best first impression you can make when companies request it!

• Find out how employers may see you: companies are turning to social media as much as automated processes, so it’s best to make sure that your social persona online matches with who you really are (or at the very least how you want employers to perceive you!). You can do something as simple as a Google search for your name (or name and city/state if you have a more common name) and review the first 3-4 pages of results, or use a social media monitoring service to conduct an online background check.

Things are changing rapidly, and it’s important for job seekers to stay on top of the latest trends in hiring. It’s competitive out there; having any advantage possible can make a difference in landing that dream job!