The recruitment landscape changes every day with the application of artificial intelligence (AI). The use of automation helps optimize the recruiting workflow by ranking and identifying candidates based on the key selection criteria of skills and experience.
While these pieces of technology supersede the human aspect of recruiting, it is important to remember that job seekers are incredibly savvy about candidate experience and personal interaction that comes within. Therefore, automation should be incorporated into the recruitment process, but not take over the human touch for successful hiring.
In this article, we’re going to look at the components of the recruitment process that can’t be replaced by technology and automation.
Personalization helps Identify the Right Culture Fit
A survey conducted by the American Staffing Association (ASA) indicated that 77% of job seekers prefer human interaction during their job search, as they believe recruiters will be responsive to their needs and genuinely care about their personal career journey. Indeed, recruitment consultants can use emotional intelligence to get to know the candidates beyond what is written on paper. Emotional intelligence is something that AI simply doesn’t possess. Even though all these fantastic technologies can make it a lot easier to find talent, finding a lot of good candidates is not the same as finding the ‘’right fit’’.
In particular, the concept of corporate culture is not something AI can fully assess with some mathematic metrics. Information on a candidate’s work background will not able to tell whether their work style and beliefs are in alignment with the company’s working environment and core values.
Personalization is Essential for Positive Candidate Experience
A report from Randstad US reveals that 82 % of job seekers are frustrated with an overly automated recruiting experience. Therefore, in order to attract the best talents, employers and HR professionals are adapting their recruitment approach to provide personalization in candidate experience.
Every touchpoint that an organization has with candidates is significant, from initial clear information through to the interview and the communication of final decisions. With a seamless digital experience while job hunting, personal experience with the company acts as a differentiator for candidates when they decide upon job offers. The stronger impression through direct human interaction with recruiters they had, the more they are motivated to accept the job offer at the company. Plus, high-caliber candidates who did not get to proceed to the next step will still view the organization positively, be more likely to apply again, and recommend the business to others; maintaining the company’s reputation and its ability to attract top talent.
Personalization Helps Nurture the Employer Brand
The top benefit of creating a positive candidate experience with a human touch is the amplification of the employer brand. Having a reputable employer brand is more important than ever. According to LinkedIn research, 75 % of job hunters evaluate an employer brand before even applying for a job. As a result, more and more organizations are investing in “living the brand” in their marketing activities, as well as consistently communicating that message in the candidate experience.
Whether you like it or not, job seekers are going to share their experience with the company on social media. Thus, it is important for recruiters to keep their fingers on the pulse and ensure candidates’ reviews reflect positively about the company. Having a dedicated recruiter to build rapport with candidates and gain trust is a good practice to attract, retain, and engage the best people.
Recruitment with a Personal Touch
We live in a hyper-connected world, in which candidates would talk about your hiring process and view it as a representative of what it’s like to work at your company. ‘Therefore, not only should recruiters be conscious about making the right hire, but they also need to take into account providing a great candidate experience. AI is enabling new capabilities on many fronts, but it will always fall short comparing to an experienced recruitment consultant in terms of providing personal feedback and ascertaining the right culture fit.
At Octagon Professionals, we value the human touch and follow an extensive recruitment process. We understand that culture fit is an important factor for smooth cooperation in the office, so take extra care during the screening process, reviewing job applications manually to understand the candidate’s values, experience, and expectations of the workplace culture. We have over 30 years of experience hiring talent across a wide range of functional areas and regularly consult with our clients not just on selection requirements, but on strategy and aligning expectations.
If your growing business is starting to evaluate your hiring needs for the coming year, reach out to our recruitment specialists to find out how we can help you achieve your goals.
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