How Talent Acquisition Automation Optimizes the Human Factor

For too long recruiters have been bogged down with the time consuming and arduous tasks of the talent acquisition process. From writing the job description (responsibilities and requirements), posting it to job boards and the company’s career page, to reviewing hundreds of resumes, and screening “promising” candidates on the phone to try and drill down to their skills, competencies, and experience as they relate to the position.  Oftentimes a thankless and tedious exercise.

As attracting the best talent becomes more and more competitive, it is becoming increasingly important that the first human contact a candidate has with the company, which is for the main part the internal recruiter, is positive, welcoming and represents the culture of the company.

Right now, recruiters are so overwhelmed with managing so much of the process manually, they don’t have the time to be a corporate ambassador by promoting the company’s brand and answering the many questions candidates have when applying or being considered for a position.  Instead, out of necessity, the communications tend to be hurried and one sided.  The recruiter has to sift through applicants who on the surface look as if they may have the right skills and experience, but are difficult to assess from a resume.  They then have to reach out to each one to set up a screening interview and spend the traditional 30 minutes to try and find out as much as they can about the applicant, often not even understanding the in-depth technical details and requirements for the position themselves.  Then, it’s move on to the next one from the pile of resumes before them.

Because of the still somewhat rudimentary nature of resume filtering/screening tools, recruiters end up with a large number of unqualified resumes which they need to review and telephone screen. A vast number of HR professionals have admitted that because of the time and pressure constraints imposed, that once a pre-determined number appear to “make the grade” for submittal to the hiring manager, they halt the process and move onto the next open requisition and pile of resumes to review and screen.  A never ending cycle. The result of this is that often the best prospective candidates are not even reviewed or considered but instead, along with those who were rejected as unsuitable, are vanquished forever to the deep dark depths of the organization’s Applicant Tracking System, as if to the grave, to wither and die. 

But in today’s age of digital automation there is hope and the paradigm can be changed.  Talent acquisition can be made more efficient, effective and smarter through the adoption of automated transactional processes using Artificial Intelligence (AI) technology.

We know that innovation is fundamental for companies to stay relevant in this digital era, but few organizations have prioritized and carried this through to their talent acquisition groups. In today’s talent driven economy, it is imperative that organizations make a paradigm shift if they are to attract and retain the best talent.

By doing so, organizations can first and foremost improve the human experience and interaction between recruiters and candidates with internal recruiters assuming the role of ambassador for the organization, but also:

·         Increase speed and efficiency

·         Enhance talent pool

·         Select superior candidates

·         Reduce costs and resources

·         Decrease cycle time

·         Advance predictability through analytics

·         Improve the candidate, recruiter, and hiring manager experience

 So, contrary to the fear that automation will replace the person, in reality it improves the role. Recruiters can be freed up to take on responsibilities that only humans can do:  communicate on a personal level with candidates and engage with them and make them feel good about the company they have applied to work for.  The technology has already established that the people selected have the skills and the experience to handle the responsibilities of the position and now the recruiter can focus on not only “selling” the opportunity and the company to the candidate but also sense whether they would be a good cultural fit too. 

The result is that recruiters are no longer immersed in minutia and in things which technology actually does better.  They are less likely to burn out and get greater satisfaction from the job.  And, candidates are made to feel more human themselves and not just another applicant being prodded to determine “suitability.” 

So automation should be embraced as the entire experience only enhances the humanity of talent acquisition, for everyone involved.