In a world where technology increasingly intersects with every aspect of our lives, the how we recruit is no exception. I've witnessed firsthand the transformative power of digital tools and platforms in streamlining recruitment processes and expanding reach. However, amidst this tech-driven evolution, one question persists: How do we maintain the 'human touch' in recruitment?
Why is this important? Well, in a recent poll by us at Benchmarcx, 50% of people said that "the way they made me feel" was the final deciding factor in accepting their current or last role. Only 19% said it was the salary offered and 31% said it was the role.
Tech: A Double-Edged Sword: Technology in recruitment, from AI-driven applicant tracking systems to algorithm-based candidate matching, has undeniably made our jobs more efficient. We can now process volumes of applications, target specific skill sets, and even predict candidate success with greater accuracy than ever before. But with these advancements, we've observed a growing disconnect. Candidates often feel like just another number, part of a mechanical process devoid of personal interaction.
The Touch: Bringing Back the Human Element That's where the human touch comes in. It's about remembering that behind every application or resume, there’s a person with unique stories, aspirations, and concerns. It’s about empathy, understanding, and building relationships. This approach doesn't just enhance the candidate experience; it allows us to make more nuanced and informed hiring decisions.
Striking the Right Balance In my journey as an ex-Head of Recruitment, striking the right balance has been key. While my teams leveraged technology for initial screenings and efficiency, I prioritised personal interactions as soon as possible. Whether it's a phone call to understand a candidate's career aspirations or a coffee meet-up to discuss a role in a more relaxed environment, these interactions are invaluable.
The Way Forward As we move forward, let’s not forget that recruitment is fundamentally about people. Technology should be an enabler, not a replacement, for human interaction. By striking the right balance between tech efficiency and personal touch, we can not only fill positions but also build stronger, more committed teams.
Your Thoughts? I'd love to hear from fellow recruiters and HR professionals: How do you balance technology and personal interaction in your recruitment process? What strategies have you found effective in maintaining this balance?