The future of recruiting is people and technology

Employers have long relied on traditional methods to find top talent, but in recent years technology has revolutionized the recruiting industry. Companies are now investing in automated systems that scour the internet for candidates who meet their specific criteria.

This may seem like a very cold and indifferent way of filling vacancies, and it is true that the human element is indispensable when it comes to attracting talented people. However, the best companies understand that finding the right candidate requires more than just a resume.

They use a combination of technology and face-to-face communication to find the best candidate for open positions. This approach may require more time and effort initially, but it pays off in the long run by bringing in the best talent to help the company succeed.

Traditional Recruitment Methods

Conventional recruitment methods such as print ads, job fairs, and campus visits have all but disappeared. Even online job boards are no longer the main source of candidates for most companies. Instead, they use social media, employee referrals, and other creative ways to reach potential applicants.

As a result, employer branding has become a top priority for many companies. However, marketing teams often lack the knowledge and resources to focus on this area, and talent acquisition teams are often too busy with other responsibilities to give it the attention it deserves. This puts employers at a disadvantage when it comes to attracting and retaining the best talent.

If companies want to stay at the forefront of the ever-changing world of recruiting, it’s clear that something needs to change.

We need change

Today, technology plays a vital role in recruiting; the human factor is gradually disappearing from the recruiting process. Although technical tools and advanced automated systems play an essential role in our daily lives, unfortunately, sometimes we rely on them so much that we fail to create the necessary balance between technology and people in recruiting.

We failed to understand that these advanced tools are only there to help us, and they are not capable of completely solving all our problems. Investing money in outreach (outreach is a link building technique based on establishing interaction with bloggers, site administrators and journalists. The main goal of the method is to publish articles, links or banners of a promoted project on third-party web sites) will not be able to magically convince dozens of candidates to join your companies. Even the best AI tools can’t fix things like toxic corporate culture.

How to maintain a balance between technology and people in recruiting

An all-robot recruiting process becomes unattractive to candidates. He can also choose the wrong candidate, which will later become a problem for employers. Therefore, it is very important to balance the role of technology and people in the selection of personnel.

Below are a few tips to help you create and manage this balance in the best possible way:

1. Technology should be an enhancer, not a replacement

Many companies today use automated systems, such as job applicant tracking systems, to process candidates and their resumes. While such systems are very useful in identifying potential candidates, they are not ideal. They have many shortcomings that can lead to significant disagreements in the course of recruitment.

But you have to remember that in fact all the artificial intelligence in these systems is not perfect. Therefore, the human factor must always be present in the recruitment process in order to eliminate all possible risks that could otherwise arise.

2. Technology can be useful for small and tedious tasks, but not for decision making

Technology is great for small, mundane tasks like sending emails, scheduling calls, and posting job descriptions. They are also useful at the beginning of the recruitment process when there is a high need to select candidates from a large list.

However, when it comes to making decisions, such as choosing a specialist for a specific job, human participation is necessary. In order to select the desired candidates, the recruitment process should always include a human factor, and not the transfer of the entire procedure using artificial intelligence programs.

3. Personal contact

Although recruiting technology has come a long way in recent years, there are still some areas where personal contact is essential. For example, when you reach out to candidates through LinkedIn, then artificial intelligence such as Jasper (Learn more about Jasper hereb) can help you compose informational messages or emails, but it will not be a personal contact, on which much depends.

To establish personal contact with candidates, it is necessary to understand their individual needs and motivations. This is where a recruiter can make a real difference. By taking the time to get to know each applicant, a specialist recruiter can help determine the role that best suits them and craft a personalized proposal that resonates with the candidate. In today’s competitive job market, this individual approach can make all the difference.

Interaction with a person is a key moment in the recruitment process

While technology plays an important role in today’s recruiting, the importance of the human cannot be overlooked. Technology has changed the recruiting process, making it easier and faster to interact with candidates. However, they can take us too far. Human interaction is still needed to build relationships and assess fit. The most successful recruiters are those who know how to strike a balance between technology and people.

They use technology to effectively screen candidates and identify qualified leaders, but also take the time to get to know each applicant better as an individual. By networking and understanding their motives, they can identify ideal applicants. In today’s competitive market, attention to the human element in recruiting is more important than ever.

Ultimately, while technology can be a valuable tool in the recruiting process, it must be used in conjunction with face-to-face communication to make the best hiring decisions. Use technology to your advantage, but remember the importance of face-to-face communication.

We invite everyone to the open lesson “Fundamentals of Boolean logic”. At the webinar, we will discuss the main Boolean operators, rules and common recruiter mistakes. Let’s talk about how to quickly and efficiently find candidates using Boolean queries. Registration is open link.

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