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How Technology Will Help The Recruiter Rather Than Replace Them

The advancement in recruitment technology has some hiring professionals questioning their job security. Will AI replace the need for humans to acquire top talent? Does a robot have the capability to take away human input during different stages of the hiring process?

Not so fast… Although we embrace technological changes shaping up the industry, we believe in a slightly different approach. We believe in Augmented Intelligence – technology designed to support and improve the human decision-making process, rather than replace it altogether with Artificial Intelligence. It has the capability to assist the recruiter during the hiring process, whilst also giving them back valuable time. Enabling them to focus on face-to-face interactions to ensure a positive candidate experience.

Automated candidate screening

Recruitment automation is a powerful tool that can be used during the candidate screening stage of the hiring process. This technology has the ability to automatically sift through CVs and narrow down applications to a select few successful candidates. Irrelevant applications that are either underqualified or unspecific to the applied job are disregarded, saving the recruiter a substantial amount of time. By using this method, there is less reliance on the recruitment professional to manually determine successful and unsuccessful candidates.

Valuable time-saver

Screening candidate CVs can be one of the most time-consuming processes for a recruiter. Having to review high volumes of applications, allows the recruiter on average 6 seconds per CV. Their decision is then made within this short space of time and based on their own personal opinion. Whereas if this stage is automated, according to HR News, it can free up around three to five hours of their day. This time can essentially be given back to the recruiter and allow them additional time to focus on the communication-focused side of their job role and get to know the candidate on a more personal level. Understanding their needs and employment preferences enables the recruiter to make more strategic hires.

Human interpretation

Human input is incredibly valuable in recruitment. Hiring the right candidate is a decision that should ultimately be made by human choice. Professionals trained in sourcing, hiring and securing candidates within various different positions have a skill-set hard to replicate through technology. Their thoughts and opinions on job seekers, provide them with an advantage. They have the capability to get to know the candidate on a personal level and understand the type of job they wish to secure. Recruitment is after all a people business. With human input, a recruiter’s perspective on the personal qualities of a candidate can be taken into consideration. These traits help the recruiter understand whether a candidate will suit the role and fit into the company culture.

Improving the candidate experience

By automating the candidate screening process, the recruiter will have more time to spend meeting with applicants to ensure they have a positive candidate experience. Hiring technology also has the capability to update potential candidates with the status of their job applications, ensuring no candidate is ‘left in the dark’. Candidates now expect some form of communication during the hiring process. Therefore through hiring technology informing them of this, it takes away the burden from the recruiter who may not have the time or resources to do so themselves.

We believe…

To embrace technology within recruitment, hiring professionals must not fear it. Technology enhances a recruiter’s role in helping make more efficient hiring decisions. 

Read also: HR teams can learn to work with tech rather than against it

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