How to Balance Humans and Technology When Recruiting Job Candidates

Over the years, technology has increasingly helped make recruitment and hiring more efficient and cost-effective. However, technology cannot completely replace real people when it comes to human resources. Here are a few ways employers can balance technology and human relationships when recruiting new team members.


1. Recognize the limits of technology. 

No matter how much artificial intelligence (AI) and other technology has advanced, there are still weaknesses and risks of error. Don’t think that digital solutions will solve all your problems, and don’t try to make tech do all the work for you.

For example, AI programs that screen candidates have been found to demonstrate bias that can skew results. When selecting and implementing AI tools, employers and HR departments should make informed decisions and recognize that no digital solution is foolproof. Make sure you have real people on hand to make sure that the digital tools are functioning correctly.


2. Play to your strengths.

Part of achieving balance between technology and the human touch lies in understanding the strengths of each.

For example, technology is best used for automating redundant tasks or sorting through large amounts of data. This might range from scheduling calls to screening candidates based on desired keywords. This can help speed up the hiring process and reduce the associated costs.

Once you identify potential candidates and want to connect with them, that’s where the human touch is crucial. By using technology efficiently, you can free up your recruiters and HR staff for more high-value, relational tasks, including one-on-one conversations with desired candidates.


3. Look for collaboration as well as compartmentalization.

Balancing technology and human decisions does not always mean keeping the two separate. Employers should look for ways that humans and technology can collaborate, as well.

Social media is one area where recruiters can leverage the strengths of both people and machines. Social media algorithms can help make sure the right candidates see a particular job posting. However, it can also help to have existing employees share job postings and positive company experiences on their own accounts. This allows recruiters to bring a human touch to a digital tool.


4. Make the candidate experience a high priority.

One of the best ways to achieve balance between digital tools and human recruiters is to find out what job candidates prefer, and aim for that. Although most candidates are used to some level of automation, they still want some human interactions and connections when applying for a job. 

Timely responses are crucial in the application process, and candidates lose interest when a potential employer takes too long to respond. Automation can help reduce response time, but there should be a person available to reach out to the candidate to express interest and answer questions.

The hiring process is a huge factor in whether candidates accept a job offer or not, so you should make sure they have the best experience possible. Get information and feedback from experienced recruiters to find out what digital and personal techniques are most successful.

When it comes to hiring, technology is here to stay. However, it is not a replacement for human interactions. Striking the right balance between the two can help your organization identify, recruit, and retain ideal candidates.


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