The rise in Artificial Intelligence (AI), distance communication technologies and Automation have made it easier for recruiters to tap into top talent, at the same time, it can make the entire recruiting process impersonal, especially for the candidate, hurting your employer brand.
“Technology in Recruitment can often feel like a double-edged sword.”
Over 77% of people who have either interviewed or are about to say that they prefer human interaction in a job hunt. The biggest complaint that most job seekers have is the precarious situation where they are uncertain of their hiring status, or never receiving a response back from a recruiter after applying for a job.
This lack of “human interaction” results in a poor candidate experience, thus hurting your employer brand throughout.
While it is a good idea to add human touches to the hiring process, however, that would create more problems than solutions. Considering that hiring managers spend almost 23 hours on average sourcing candidates, of which almost 88% of the applicants are unqualified, it is downright impractical.
What should be done?
Automation, should be leveraged in areas that create value, without adversely affecting candidate experience. Automation is best used for:
- First-round interviews
- Resume Parsing
- Reference checking
- Interview scheduling
It is true that automation saves both time and money. However, simply pouring down budget into managing a poor candidate down the road, it is not effective. Applying automation to the right balance of streamlining the hiring process and moving beyond technology to know about the candidate.