Machine learning and the utilization of data in talent acquisition have reshaped the landscape of recruitment over the past few years. Recruitment firms have the ability to source more efficiently and from a wider talent pool than ever before, yet the need for talented human beings is greater than ever!
While these new tools can be used to enhance the work and judgment of humans, there is no suitable replacement for intuition, judgement, and experience that skilled recruiters possess. Tools like AI and advanced HR technology may enhance a good recruiter’s effectiveness but in turn will also amplify the effects of poor quality recruiters as well as poor quality recruitment firms.
Advocates for utilizing advanced technology in recruitment cite its elimination of discrimination: automation of resume screening is noted to be instrumental in diversity initiatives by placing a strict focus on skills and removing the implicit bias of human beings. However, the total elimination of human judgement may lead to a poor assessment of soft skills and personality traits that ultimately leads to longer and lesser-quality searches.
Personal connection is still the principal focus of all talent acquisition efforts—there is also ample evidence to support that placing emphasis on candidates’ technical skills does not always lead to hiring the best candidates. Many hiring managers and company leaders would rather hire professionals with excellent emotional intelligence, work ethic, and motivation.
Why is human connection still meaningful?
1. Assessing culture fit
Even if a candidate possesses the exact skill set, certifications, tenure, and education to be successful in a role, they still may not be a good culture fit for the organization. Poor culture fit hires lead to an unproductive and distracting work environment, ultimately reducing efficiency and increasing employee turnover. Every team has a unique culture and finding employees that fit within the existing culture is just as important as finding employees with a desired skills set.
2. Human capital is the driving force of any business
As long as businesses continue to be supported and led by human beings, the human element of recruitment can never be replaced. Human interaction, communication, and teamwork are critical elements at the core of any business’s success; therefore, recruitment cannot be fully outsourced to automation and algorithms. Human capital is far too important of an investment to abandon tried and true recruitment methods and the judgment of leadership within a company.
3. Recruitment is a two-way process:
The best hires are a result of a comprehensive, highly-communicative, two-way recruitment process. Candidates rely heavily on feedback from recruiters during the hiring process, especially in the early stages of a search. Recruitment firms in particular, rely on recruiters to thoroughly screen candidates before they are evaluated and interviewed by hiring managers. Screening may include soft skills, personality assessments, and other qualifications that a computer program or algorithm would miss – again making the human element absolutely necessary.
Artificial intelligence is growing more impressive each day, but removing the human element from recruitment is not the correct approach. However, recruitment teams and firms who utilize AI, automation, and advanced technology to enhance their proven strategies and talented people will have a distinct advantage over competitors in the coming years.