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Applicant tracking systems, online job boards, and social media have all revolutionized the traditional hiring process, improving the efficiency of hiring as well as increasing the pool of candidates by which a prospective employer can pull from. All these technologies have the designed effect of increasing the odds by which high quality talent can be extracted and sourced from the job market. However, concern exists that automizing 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 because of imperfect algorithms.

This, however, does not need to be the case. A recruiter can now leverage all the benefits of improved sourcing and efficiency, without compromising the personal element of hiring that enables a candidate to differentiate him or herself, as well as allowing a recruiter a more holistic view of a candidate beyond a superficial resume or impersonal phone call. This can be done without the recruiter even having to set aside time out of his/her day for an in-person meeting of a candidate they’re not sure is even the right fit for the role.

Pairing a TSP, or talent screening platform like Ducknowl, with an ATS 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 judgement to determine which candidate stands out among the hiring pool. Paradoxically, technology can now, for the first time, be used to add a human element to recruiting, enabling a recruiter to leverage technology in a manner that reduces its proportional influence over candidate hiring while concurrently increasing the decision making power of the recruiter. We believe this is the equivalent of having your cake and eating it too when it comes to recruiting.

Ducknowl can also function to reduce transparency between recruiter and end-client. The candidate is no longer just a “resource unit,” or a CV/resume, he has a face, a personality, a voice, a story. All too often a candidate might be a perfect fit on paper, but perhaps his personality is a poor fit for the company culture, or perhaps he’s lacking in social acumen in a job where interpersonal ability is paramount. Or conversely, perhaps his experience is lagging but he/she is a goldmine of untapped potential. Algorithms, or code, has 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.

The future of recruiting is harmonizing technology with the human touch. To go forward we must go back. We must yield technology in a manner that gives us more control, not less, lest we lose our humanity in the process.

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One thought on “How to Use Technology to Humanize Recruiting”

  1. deepak says:

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