The Future of Recruiting is Human and Technology
Employers have long relied on traditional methods to find top talent, but the landscape of recruiting has undergone a revolution in recent years thanks to advances in technology. Companies are now investing in automated systems that can scour the internet for candidates who meet their specific criteria.
This may seem like a cold and impersonal way to fill vacancies and it is true there is no replacement for the human element when it comes to talent acquisition. However, the best companies understand that it takes more than just a resume to identify the right candidate for the job.
They use a combination of technology and personal interaction to find the best fit for their open positions. This approach may take more time and effort up front, but it pays off in the long run by bringing in top talent that will help the company succeed.
Traditional Recruitment Methods
The conventional recruitment methods, such as print ads, job fairs, and campus visits, have almost vanished. Even online job boards are no longer the primary source of candidates for most companies. Instead, they are using social media, employee referrals, and other creative means to reach out to potential candidates.
As a result, employer branding has become a top priority for many companies. Yet marketing teams often lack the knowledge or resources to focus on this area, while talent acquisition teams are often too bogged down with other responsibilities to give it the attention it deserves. This leaves employers at a disadvantage when it comes to attracting and retaining the best talent.
It is clear that something needs to change if companies want to stay ahead of the curve in the ever-changing world of recruiting.
We Need a Change
Technology plays a vital role in recruitment today; the human aspect is steadily fading out of the recruiting process. Although technology and advanced automated systems play an important role in our everyday life, unfortunately we sometimes rely so much on technology and advanced tools that we have failed to create a balance between technology and human in recruiting.
We have been unable to understand that these advanced tools serve as an aid and they are there to help us only. They cannot fix all of our problems entirely. Investing money in an outreach tool will not magically convince dozens of candidates to join your company. Even the best artificial intelligence tools cannot fix things like a toxic company culture.
How to Maintain a Balance between Tech and Humans in Recruiting
A recruiting process that consists entirely of robots becomes unattractive for candidates. It can also pick the wrong candidate and that can, later on, become a problem for the employers. Therefore, it is essential to balance out the role of tech and humans in recruiting.
The following are some tips that can help you in creating and managing that balance in the best way possible:
1. Technology should be an amplifier, not a replacement
Many companies now use automatic systems such as applicant tracking systems to process the candidates and their resumes. Although these systems are highly beneficial for identifying potential matches, they are not perfect. These systems have many shortcomings that can result in a massive difference in the recruiting process.
But you must remember that all AI in those systems is not perfect. Thus, there should always be human input in the recruitment process to eliminate all the risks that might kick in otherwise.
2. Technology can be useful for small, tedious tasks, not for decision-making processes
Technology can perform small and tedious tasks such as emailing, scheduling calls, and posting job descriptions very well. It is also helpful at the start of the recruitment process when there is a high need for a candidate search from a large pool.
However, when it comes to decision-making, such as choosing a candidate to perform a specific job, humans should be involved. To select the desirable candidates during the recruitment process, there should always be a human touch rather than handing over everything to the AI programs.
3. Personal touch
While recruitment technology has come a long way in recent years, there are still some areas where the personal touch is essential. For example, when you reach candidates via LinkedIn, yes, AI like Jasper (find out more about Jasper here) could help you to draft outreach messages or emails, but it will not be the personal touch that makes all the difference.
In order to connect with candidates on a personal level, you need to be able to understand their individual needs and motivations. This is where a human recruiter can add real value. By taking the time to get to know each candidate, a recruiter can help to identify the role that would be the best fit and craft a tailored message that will resonate with the candidate. In today’s competitive job market, that personal touch can make all the difference.
Human Interaction Is Key to the Recruiting Process
Although technology plays an essential role in today’s modern recruitment, the role of humans cannot be neglected. Technology has transformed the recruiting process, making it easier and faster to connect with candidates. However, technology can only take us so far. There is still a need for human interaction in order to build relationships and assess fit. The most successful recruiters are those who are able to strike a balance between tech and human.
They use technology to efficiently screen candidates and identify qualified leads, but they also take the time to get to know each candidate as an individual. By building rapport and understanding their motivations, they are able to identify the best candidates for the job. In today’s competitive market, focusing on the human element of recruiting is more important than ever.
Ultimately, while technology can be a valuable tool in the recruiting process, it should be used in conjunction with personal interaction in order to make the best possible hiring decisions. Use technology to your advantage, but don’t forget the importance of personal interactions.