Previously, candidates who made it to the interview stage might have a one in 10 chance of getting the job, she said. Now, “with the new tools you may have the same time requirement” for a much slimmer chance.

“Employers aren’t doing a good job of being mindful of how much they are expecting from candidates,” Ms. Olivier said.

Karin Borchert the chief executive of the hiring software company Modern Hire, predicts resumes will become less important for entry-level professional jobs. Companies can evaluate qualities they are seeking, such as tenacity or problem-solving skills, through assessments and then incorporate feedback on new hires to improve those assessments, she said.

Mr. Moran cautioned applicants not to rely on the new systems alone to secure a job. He advises job seekers to make sure their LinkedIn profile is up to date and includes recommendations from managers and colleagues. Twitter or other public social media accounts should include “digital bread crumbs” of information highlighting skills, experience and interests.

Candidates should also seek out people inside their target companies that can refer them for the position, Mr. Moran said, because those referrals can significantly lift the chance of being hired.

“The more technical things get, the more you can get noticed by going old school,” he said.

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