In today’s digital age, technology has revolutionised the way we live and work. In the realm of recruitment, technology has streamlined the process, making it faster and more efficient. However, there is a fine balance to be struck between using technology and maintaining a human approach in tech recruitment.
Technology has certainly made recruitment more efficient. Online job portals, applicant tracking systems (ATS), video conferencing, and social media recruitment tools have made it easier to connect with potential candidates, screen resumes, and conduct interviews. These tools save recruiters time and resources, allowing them to focus on other important tasks.
However, it’s important to remember that recruitment is fundamentally a human process.
Ross White, Director, Focus Select comments; “Candidates are not just data points, but real people with unique skills, experiences, and personalities. No matter how advanced technology becomes, the human touch will always play a crucial role in recruiting.”
One of the main benefits of the human connection in recruitment is that it can provide a more personalised experience for candidates. When candidates feel valued and listened to, they are more likely to be engaged and committed to the hiring process.
By having conversations, asking questions, and getting to know candidates on a personal level, recruiters can establish a rapport and gain insights into their motivations and goals. This can help us to identify the best fit for a role, as well as to identify any potential red flags early on.
So, how do Focus Select strike the right balance between technology and the human approach in recruitment? We use technology to automate and streamline administrative tasks, while reserving the more personal aspects of recruitment for human interaction. For example, we use an ATS to screen resumes, and although our ATS is great timesaver and analytics tool, we always revert to the personal touch with a good old fashioned phone calls throughout our recruitment process.
We also utilise technology to enhance the ‘getting to know you’ process. For example, we use video conferencing tools to conduct remote interviews, so we can still engage in personalised conversations to get to know candidates better.
While technology has undoubtedly made the recruitment process faster and more efficient, it’s important not to lose sight of the human angle in the process. By striking the right balance between technology and human interaction, we can provide a more personalised and engaging experience for candidates, leading to better hires and a stronger talent pipeline.
