How Much HR Automation Is Too Much?

How Much HR Automation Is Too Much?
From Recruiter - October 9, 2017

Automation has made the recruiting process exponentially more manageable over the last couple of decades. Job boards help us reach global candidate pools without publishing ads in dozens or hundreds of newspapers. Applicant tracking systems (ATS) negate the need to manually sort through resumes, many of which come from candidates who arent even qualified. Some companies are even using chatbots now to handle basic early interactions with job seekers.

Now, however, some have begun to wonder: How much is too much? Sure, millennials love their technology, and most Generation X-ers and baby boomers have adapted to the new way we do business, but have we lost something by limiting the human aspect of hiring and recruiting?

The answer seems to be an overwhelming yes, according to new research from Randstad. Eighty-two percent of job seekers are frustrated with an overly automated job search experience, according to the study. Ninety-five percent said technology should be used to aid recruiters, but not replace them.

Finding the Right Balance

While it lacks a personal touch, technology certainly has its benefits.

Todays candidates have certain expectations that technology helps companies meet, says Alan Stukalsky, chief digital officer at Randstad North America. Candidates want clarity throughout all steps of the recruitment process. Often, automation aids transparency, keeping everything moving forward and everyone involved in the loop. New technologies such as artificial intelligence are improving the job-matching quality and experience by inserting intelligence at the best moments, allowing more time for human interaction.

The irony lies in the fact that the streamlined candidate process applicants now enjoy comes largely from the use of technology. Itsobviously unreasonable to cut out the latest HR tech altogether, but its also important for hiring managers and recruiters to add a human touch to the mix.

This leads to a balance of technology and personalization the candidates are interested in, Stukalsky says.

Randstads study found that communication levels are key to determining a candidates experience during the recruiting process. Communication is also an area in which companies can do a lot of personalizing.


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