Using Technology to Humanize Recruitment

Applicant tracking systems, online job boards, and social media have all revolutionized the traditional hiring process, improving upon efficiency  and increasing the pool of candidates that employers can pull from. In turn, this increases the odds of sourcing high quality candidates. However, concern exists that automating the recruiting and hiring process will take too much decision-making power away from human recruiters, resulting in high quality talent slipping through the cracks due to imperfect algorithms.

This doesn’t need to be the case, though. A recruiter can now leverage all benefits of improved sourcing without compromising the personal element of hiring that enables candidates to differentiate themselves.  Additionally, the  recruiter has a more holistic view of a candidate beyond a superficial resume or impersonal phone call, eliminating the need to set aside time out of their  day for an in-person meeting of a candidate they’re not sure is even the right fit for the role.

The talent screening platform like Ducknowl enables a recruiter to gauge a candidate’s softer skills and knowledge in a manner only previously possible with an in-person interview.

Recruiters can now use their human discretion and judgment to determine which candidate stands out among the hiring pool. Paradoxically for the first time, a human element is added  to recruiting, enabling recruiters to leverage technology in a manner that reduces its proportional influence over candidate hiring while concurrently increasing their decision-making power. You could say this is the equivalent of having your cake and eating it too!

Ducknowl enables candidates to put their best foot forward. They are no longer just a “resource unit,” or a CV/resume, they have a face, personality, voice, and a story. All too often a candidate initially looks like a  perfect fit on paper, but perhaps their  personality doesn’t mesh with the company culture. Perhaps they lack social acumen in a job where interpersonal ability is paramount. Or, conversely, perhaps their  experience lags but they possess a goldmine of untapped potential. Algorithms, or code, have no way of determining this.

Ducknowl provides the next best thing to having your end-client or hiring manager sitting in on the interview through its “results sharing” feature. 

Keeping up with the ongoing advancement of tech is crucial, but the future of recruiting requires harmonizing technology with the human touch. 

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One thought on “Using Technology to Humanize Recruitment”

  1. deepak says:

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