While talent teams are implementing software across the recruitment spectrum to help them capture data more accurately, save time in processing applications and facilitate decisions around diversity and fitness for the role, many of these basic benefits of recruitment technology won’t directly move the needle in terms of what really matters:
Great recruitment requires meaningful connections and exploratory conversations.
Every recruiter knows that faint hint of déjà vu that prompts a question to explore an avenue that has not been considered or an aspect of experience that is lying dormant. Much as A.I. might be able to beat a chess Grand Master, it won’t be able to empathize with a forty-something father of four who has been looking for a role for six months, or a mother returning to work after a few years at home with young children. It just won’t.
The future of great recruitment lies in how organizations harness technology to (indirectly) allow them more time for these conversations. They can integrate the insights into their organisational design, succession planning and talent mapping, and while all these outputs can be measured, it is critical to understand that the true desired output of “more quality moments with candidates” cannot be measured so easily.
But that doesn’t make it any less valuable.
While the machines might risk narrowing down the candidate pool a little early and therefore damaging the candidate experience for those candidates who weren’t such a good fit on paper, the improved experience when you “are” actually a fit for the role will hopefully balance things out.
There should also be a human element to every stage of the process – if a candidate feels particularly strongly that the A.I. has overlooked an element of their candidature, then maybe a human-led appeals system might work? That is certainly something that caring companies will look into. No one wants potential future hires to stare at a screen and read the finality of “computer says no” without any ability to argue their case. This would allow for more prolonged touch points with employer brands and critical engagement with potential future talent.
However, in terms of offering a one-stop-shop, there is much work yet to be done in doing the heavy lifting at the volume end of the recruitment market.
Integration with other social platforms such as LinkedIn is still far from seamless, often with too much information being sought up-front and duplications to processes from one platform to the next; and time-consuming effort means that candidates rush through the crucial written aspects of the application. Candidate inputs need to be simplified yet targeted where possible – does the hiring organization really need all these details in the first stages of an application process? An integrated and simplified online application process will help organizations to stand out from the competition.
There are many things that need to be improved, but the software companies will only invest if employers get on board for the longer term. Recruitment technology is here to stay, but companies will only truly capture a commercial benefit if they use the time that it provides to inject more humanity into their processes. Some are diving in head-first and reaping the benefits, but many are not.
The employers who partner with a recruitment “ambassador” are doubling the benefits. Recruiters are starting to use the same technology and realising that their true value lies in becoming an extension of their client in terms of employer marketing and talent identification. Technology might even bring employers and recruiters closer together as they will have deeper insights to discuss.
Much has been written about this topic, and yet it seems far too many employers are still ignoring the potential benefits alongside the pitfalls. The candidate experience now more than ever will be critical as economies around the world recover.
EM can help. Please contact David Howell to discuss further: [email protected]