Why You Need Both Humans and Technology in Your Hiring Process

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Is the jobseeker ready for technology in the hiring process? Innovative recruiting technologies have gained fast technological advancement in recent years, with recruiting automation playing a pivotal role. Their ability to complete daily administrative duties fast and efficiently have made them a definite desirable for hiring teams dealing with high-volume recruitment.

While technology advances, it’s important not to forget more traditional approaches to hiring. Manual methods have long been depended on to complete daily recruitment tasks. So-called traditional techniques are part of the day-to-day life of a recruiter and an HR professional.

While the landscape of automation is vast, we will be looking closely at the pros and cons of both recruitment technology and a manual approach.

Why Manual Works

Hiring scale. The magnitude of the hiring campaign affects the demand for manual or automated assistance. For example, hiring on a small scale for a small to midsize company would be inefficient and expensive to outsource automated solutions.

Human intelligence. There are aspects of recruiting technology that are difficult to effectively replicate. Human decision-making is vital, and skilled hiring teams have the cognitive ability to make informed decisions, which are derived from key human attributes such as integrity, communication, and relationship-building skills.

Candidates want to keep it human. The human element in recruitment will remain prominent in the candidate’s hiring journey. According to the ASA Workforce Monitor, three in four jobseekers prefer human interaction during their job search. This is because candidates trust that a recruiter will understand their needs and take genuine care of their personal career journey.

Limitations

A manual approach to recruiting has always been favored in the past, but what are its limitations?

  • Time restraints: During résumé screening, a recruiter will skim one application at a time for an average of 7.4 seconds. As a result, a comprehensive review is compromised.
  • Unconscious bias: A recruiter will build thoughts and opinions on each résumé he or she reads. During this process, the recruiter becomes prone to unconscious biases affecting his or her reason why. A candidate’s name, perceived age, nationality, and gender can subconsciously affect a hiring decision.
  • Lack of consistency: It is difficult to ensure each applicant is handled in the exact same way. As humans, we can be affected by different variables that could affect screening consistency, our opinion, motives, and even emotions, which all play a part. Read more here…

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Source: HR Daily Advisor

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