The Balance Of Technology And A Human Touch In Recruiting

Technology And A Human, For years, recruiting and technology have gone hand in hand. Applicants find and express interest in jobs online. Recruiters and candidates coordinate via e-mail. Interview times go directly into digital calendars.

There’s no question that technology has streamlined and, in many ways, improved recruiting. Applicant tracking systems rank resumes based on your company’s needs. Social media and automation tools help recruiters reach top candidates. Above it all, comprehensive HR software helps you track big-picture recruiting performance.

It seems that the old days of juggling resumes are long behind us, but at what cost? As the candidate experience becomes increasingly digitized, it’s vital that recruiting professionals carefully weigh the pros and cons of the recruiting technology available to us. While digital tools can all but eliminate unnecessary hassle, taking tech one step too far could make a candidate’s experience feel cold and distant.

We all want candidates who display and value humanity and empathy. But it’s hard to attract them if our recruiting process feels robotic. So how can we incorporate a human touch into the recruiting process? Here are four things to keep in mind.

1. Technology should amplify — not replace — manual recruitment efforts.

One analysis found that 98% of Fortune 500 companies now rely on an applicant tracking system (ATS) to screen resumes.  This can help narrow the applicant pool and identify potential matches before hiring managers read a single resume. But these systems aren’t perfect, and understanding their shortcomings can make all the difference in your recruiting process.

Technology And A Human

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