The Recruiting Robot: Is Human Interaction Ancient News?

Ever since the development of the electronic computer in the 1950s, we’ve been figuring out ways we can use technology to its fullest potential.  The evolution of computers and the internet affects the recruiting process as well, including screening candidates and hiring new employees onto a team. Akin to the internet, video interviewing is on the rise as part of the recruitment process. What does this mean for HR professionals and hiring managers? Does the inclining popularity surrounding video interviewing mean fewer recruiter jobs in the future? Are robots replacing the human recruiter?

Fear not, as much as we love the automation technology provides, we still need recruiters and HR managers. Don’t sweat it. Here’s a few pointers on bridging video interviewing and screening with recruiters during the hiring process. You might be surprised to see just how human, human resources can be. 

Algorithms Lack Character

One aspect humans can provide that technology will likely never replace is the human touch. Because these systems are designed to assess, match and sort; they can make sourcing and recruiting faster, but humans are responsible for building the candidate experience.  Video applicant screening is a favored tool by many HR professionals for a plethora of reasons including:

●      Video Interviewing increases the total candidate pool

●      Video Screening is user-friendly

●      Using video in the interviewing process globalizes talent pool

●      Interviewing via video can be less time-consuming

Although these benefits are wonderful for aggrandizing the quality of the talent pool, the human element of recruiting still plays a major role in the acquisition of qualified talent.

Leadership advisor for Fortune 500 CEOs and boards and author of Hacking LeadershipMike Myatt (@MikeMyatt), says since the growing virtual talent pool is far larger than what recruiters would find on a job board, hiring managers have the ability to hire candidates with “must have” skills rather than the regular “nice to have” skill sets.

“Compromise has its place in business, but it has no role in the acquisition of talent,” says Myatt. He advises leaders not to be distracted by insignificant factors. The booming popularity in video screening has become extremely beneficial for recruiters, but also keep in mind judgement from an experienced recruiter is still crucial for current and future recruiters to maintain.

The Adler Group says advancements are necessary but not for making judgement calls. Technology can be implemented in the recruiting process by reviewing data and weeding out the less qualified candidates; eliminating this part of the process for the recruiter saves time that can be used to be attentive to choosing the most deserving candidate.

Home Sweet Office or Home Sweet Home?

Kevin Wheeler (@Kwheeler), President and Founder of Global Learning Resources, Inc. says recruiters tend to make assumptions when onboarding a new hire. A lot of the time, hiring managers like to assume new hires prefer to come into the new office and become familiar with the new space. Although, this makes plenty of sense, many interviews and surveys conducted by ERE have shown that new hires admire the objectivity of virtual processes. Engaging videos during hiring and onboarding processes are shorter and more fun for the new hires.

Alternately, there are three generations in the workforce currently; with this, hitting all audiences is vital to maintain a wide range of candidates. For those new hires not technologically savvy, be mindful of the human interaction aspect of onboarding as well. Sara Pollock for ClearCompany writes that 20% of new hires are no-shows on the first day of work. This proves how crucial the human interaction is during the onboarding process for certain hires.

 I’ll Pencil You In For...Whenever

CareerBuilder studies have shown 77% of the candidates searching for new jobs already work full-time positions. How might this play out for interviewing and onboarding? This large pool of candidates who are already working don’t have to worry about missing part of their work day for an interview when they have the ability to complete one on their own time.

As for the recruiter’s benefit: recruiters, too, can improve their time management because they have less slots being filled with candidates filtering through the office. This leaves more time for recruiters and hiring managers to closely evaluate video interviews being sent through. The video applicant screening process is more efficient because the interviews can be generated by a software but reviewed by professional recruiters.

While technology has become one of our greatest helpers throughout the work day with quick searching, personal branding, engaging training and onboarding, we still need to apply ourselves to the process.

Bio: Julie Salerno, VP Sales

Julie Salerno provides guidance and leadership to GreenJobInterview’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.

Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.

Tweet us at @GrJobInterview

Views: 569

Comment by Katrina Kibben on April 28, 2015 at 4:18pm

Reading this, I can't help but think of the line about people buying from someone they like. Picking a career is a purchase - a big one - and recruiters can't just assume that they have the best job so any candidate will say yes (which is why the machine can't do this job for us...). 

Great post - thanks for sharing!

Comment by Nicholas Meyler on April 28, 2015 at 9:34pm

"Plethora" has long been my favorite word.  Touche'!

Comment by Nicholas Meyler on April 29, 2015 at 4:58pm

In my humble opinion, Executive Search has become a lot like "computer dating"... in the sense that the "human interaction" part tends to come after the ground has been broken and the research done.  The initial contact needs to be made, with the introduction, and the determination if the issue is one that deserves mutual interest and further attention... Then, the human interaction happens.  People who complain about how "impersonal" headhunters are might be the ones who never make it past the first screening.

In any case, on every email I send out, I always include my phone number, and I always return calls from anyone who wants to talk.  I am as available a human as I can possibly be, but I am a busy human, trying to streamline my work.


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