Recruitment technology, what skills can’t it replace and where can it improve?
Recruitment technology what skills can’t it replace and where can it improve?
We don’t like to say technology ‘can replace’ recruitment because that’s not the case here. Instead, we recognise the areas in which technology can improve and what can be done to help hiring teams make an overall positive change to their recruitment strategy.
There have been many cases where hiring professionals experience an incorporation of technology and feel pushed out or are reluctant to embrace future technological changes. A fear driven by an overexposure of AI-powered initiatives, pushed by the media and the branded message of many tech organisations.
Instead, we look into the invaluable skills technology cannot replace and later discuss the areas in which technology can assist and add value.
3 skills technology can’t replace
Human interaction, interpersonal and relationship building skills are forms of communication that technology will struggle to replace… successfully. This is because the majority of job seekers prefer to interact with humans instead of recruiters.
“82% of candidates said their ideal interaction with a company is where innovative technologies are used behind the scenes.”
This research carried out by HR consultancy Randstad, suggests that what is more important to the candidate is personal human interaction throughout their hiring journey.
When technology is used to ‘replicate’ recruitment communication, the candidate will suffer. Their hiring experience may not meet expectations due to a lack of reassurance and guidance from the human hiring professional. Risking an increase in candidate drop out.
In a people-facing industry, it can be argued a hiring decision made by a human is far more effective than one dependent on technology. Human decision-making is empathetic and understanding. With a superior ability to take into account a candidate’s circumstance, attitude and employment situation. Recruiters are highly skilled in their ability to hire the right candidate and whilst technology can help manage their workload more efficiently, it’s no replacement for making those key final hiring decisions.
Ability to assess at the ‘bigger picture’
A candidates potential is not exclusive to their CV. Hiring technology will focus on the facts. But what happens afterwards? Who decides which candidate progresses further? Hiring teams of course. Their ability to look beyond an applicant’s skills and experience allows for a more in-depth assessment. Meaning their potential within the role, team and organisation are considered. Including their alignment of values and workstyle, all of which are important factors when making the right hiring decision.
3 recruitment areas technology can improve
Technology is here to assist not to replace. A fully automated hiring process can be ineffective in keeping the human touch in recruitment.
Repetitive administrative tasks
One of the key benefits of hiring technology is its ability to save time. Particularly, in areas of work that are routine, repetitive and time-consuming. An example of this is during volume hiring, where employers deal with multiple job postings and high influxes of CVs/resumes.
Managing job applications can become mundane but what’s more concerning is the risk of inconsistencies that can arise when candidate screening is completed manually and on a large scale. It is a process that is dependent on the individual recruiter, their time available and any potential unconscious bias they could be prone to.
Agencies and in-house recruitment teams know all too well the true cost of hiring. Advertising, sourcing, screening, interviewing, onboarding and everything else in between – is often time-consuming and costly.
The best way to reduce recruitment expenditure is to start automating key time-intensive tasks. It works by increasing productivity and allowing recruiters to get more strategic. Key examples of this include; automated candidate screening, searching and sourcing.
Time to hire
Automation speeds up processes that would have otherwise taken longer to complete through human assistance alone. From sourcing candidates to application processing times, when these stages are sped up it provides more time to focus on those all-important hiring decisions.
The longer it takes to hire, the greater the risk of candidate dropout and weakened employer reputation, through a negative candidate journey.