Blog post

Balancing Technology and the Human Touch in the Recruitment Process

Technology has changed the face of the recruitment industry in more ways than one. Online job boards and remote applicant tracking systems offer flexibility and speed up the process, while recruiters rely on automation and AI to meet client and candidate expectations. These technological advances help recruiters make better placements, faster, yet there are many that think that technology is killing the recruitment process.

Applicant tracking systems, for example, have helped to automate many mundane tasks usually handled by the HR department, but poorly designed systems can ruin the candidate’s experience and drive away high-quality talent. Nowadays, there’s a distinct lack of personal contact in the hiring process, particularly in the Media and FMCG industries where masses of candidates are screened on almost daily. The focus appears to be on hiring new talent quickly, without the one-to-one interaction required to gauge whether or not a candidate truly is a good fit.

The shift to automation in the modern recruitment process isn’t necessarily all it’s cracked up to be, which is why our team of experts aims to find the perfect balance between old and new.  

 

How Technology Has Changed the Recruiting Process

 

Not so long ago, recruiting involved in-person networking, cold calling, and strategic advertising. Now, AI, automation, and analytics as well as social media have streamlined the process for both recruiters and candidates. Recruiters no longer have to sift through reams of CVs to find the ideal candidate.

Applicant tracking systems, for example, assist with the sorting and management of resumes, and can also be used to post job openings, track a candidate’s position in the hiring process and even organise candidates by skill level. AI within these programs can be used to score a candidate's resume according to objective standards, while other algorithms can match candidates to positions, and even predict the likelihood of a candidate changing jobs.

- Integration

Recruitment software integrates with other IT systems in your business, from payroll systems and careers portals to human resource information systems (HRIS), background checks, workplace induction systems, social media and onboarding. This integration ensures compliance and clarity across the workforce.

Proper integration can save recruiter time, and can minimise candidate frustration by reducing the number of times they have to provide the same information.

-Analytics

While reading resumes takes time, recruitment analytics software can quickly sift through piles of information, and analyse applicant skill sets and experience to screen and shortlist candidates - a usually manual process which 52% of talent acquisition leaders say is the most difficult part of the recruitment process.

- Mobility and Adaptability

Online interviews, automated interview scheduling, and social recruiting technology have made recruitment mobile. Candidates no longer have to browse the paper to find job listings, and recruiters can access skilled candidates hundreds of miles away.

On the other side of the same coin, more and more job seekers are looking for, and applying for jobs online, furthering the need for mobile-adapted job portals.

Automation and analytics have fundamentally changed every aspect of the recruitment process, from how talent is found to how the workforce is managed, and while candidates are coming to expect a streamlined, digital recruitment process, research has shown that they also become frustrated when the human touch is lost.

 

The Human Aspect

A recent study showed that many job seekers become frustrated by an overly automated recruitment process, despite the fact that automation and technology have made the job search experience more effective.

- Business Culture

While automated screening and algorithms have reduced the time it takes to find good candidates, an overly automated experience not only frustrates job seekers, but makes recruiters more likely to overlook aspects of a candidate’s personality that could make them a great, or terrible fit for the job. Knowing candidate’s personality is just as important as their skill set in knowing whether they are a good fit for the company.

- Interpretation of Data

A human touch is necessary to understand which information is important and what can be disregarded. The way technology is used is vital to its success.

- Collaborative Recruitment System

Knowing which parts of the recruitment process can be deferred to technology, and which should be handled by a real person are vital. For instance, while the initial screening of resumes is something better left to technology, short-listing candidates for interviews is something best left to a manager.

 

Finding the Right Balance

While technology has greatly improved the recruitment process, the ideal candidate experience balances human interaction and innovative technology.

Relying too heavily on automation can it harder for recruiters to judge a candidate’s possible cultural fit, or to assess their skill fit, and can reduce the speed of the recruitment process in the long term. Technology should be utilised for monitoring and measuring KPIs and SLAs, but a human touch is still required at certain key stages of the hiring process - such as qualifying new job requirements or providing interview feedback.

With technology continuing to improve, sourcing and screening candidates is likely to be increasingly automated, and with good reason. Predictive analytics and algorithms are able to highlight potential candidates much faster and more cost effectively than if done by a recruiter. Assessing cultural fit though, is something that technology will probably never be able to gauge, and will always require a human touch.

 

Helping Businesses by Balancing Technology and The Human Touch

 

With the trend in automation, more and more of the bigger brands, particularly within Media and FMCG, are investing heavily in software and analytics. There seems to be the prevailing belief that a huge software investment is sufficient enough to improve the hiring process. In many cases, this has been to the detriment of the all-important one-to-one contact required to discover whether or not a candidate truly is a suitable match for the company culture.

Personal contact is an absolute necessity in the recruitment process. It improves the candidate’s overall job application process and assists recruiters in gauging whether or not the candidate is a good fit for the company.

Additionally, for recruitment specialists to be effective in the hiring of new candidates, they need to have a thorough understanding of the relevant industries in play. This combined with a thorough overview of the hiring company’s culture assists recruiters in serving the best interests of their clients. Modern recruitment processes tend to overlook the multifaceted nature of acquiring new talent, which is something Caselton Clark’s team of experts is able to remedy with their approach.

 

Comments

Add your comment

Email invalid

Search

Sign up to our newsletter

Tailored job and industry news direct to your inbox

FMCG Media IP

Categories

Our clients

Clarion
DMG
GSMA
Sipsmith
Jägermeister
Meantime