The use of technology in people–facing jobs like recruitment has been met with both optimism and scepticism. Some practitioners delight in the existence of tools such as applicant tracking systems, automated email responders and chatbots as they provide structural support to the recruitment process. Others feel that using technology is simply hard to roll with and that it diminishes recruitment from being a vocation into a highly impersonal and transactional job.
Regardless of how one feels about marrying technology with recruitment, we can all agree that technology, in some way or another, plays a crucial role in the attainment of individual, team and organizational goals. The crucible lies on how we leverage technology to make these goals achievable.
Most technologies that we use now are powered by Artificial Intelligence (AI), meaning these tools can mimic human intelligence and exhibit human capabilities (e.g. facial and voice recognition, adaptation, learning, memory). If built and used correctly, AI can help recruitment professionals address various challenges related to screening of candidates. Certain tasks can be offloaded to the AI, which leads to re-allocation of manpower time to more important deliverables. It can assume tasks done during the first phase of candidate assessment such as sourcing, initial interviewing and job matching. This enables the recruitment professional to dedicate one’s time and effort to second – level interviewing, stakeholders management and job offer negotiations.
So, what specific recruitment goals are we hoping to achieve by using technology? Below are a few examples:
Tactical / Short–Term Goals
Strategic / Long–Term Goals:
Truth is there is no cookie–cutter approach when it comes to dealing with processes involving people as we are complex beings with volatile emotions and behaviours. Thus, there will always be changes in the manner we recruit people to continuously keep up with this volatility. However, we should comfort ourselves in the idea that technology is our ally in meeting the demands of these said changes.
This article is written by Kristine Policarpio is a seasoned recruitment professional with over 10 years’ experience. She was Recruitment Leader in one of Asia’s biggest broadcasting and media companies. She also used to consult for Avvanz which offers AI-powered Recruitment and Background Screening solutions