Technology has the ability to improve efficiency for recruiters, reduce bias, and ultimately make more informed hiring decisions. This article summarises key points from the session where guest speakers, listed below, joined Gareth John to discuss how to utilise technology in the recruitment process. Speakers discussed:
- The benefits of utilising different technologies during the recruitment process
- The tools employers can use to enhance and streamline their recruitment processes, assess participants, maintain candidate relationships and ensure a smooth transition into the workplace
- How to integrate social media and online platforms for talent sourcing and brand visibility
Speakers and panelists
- Lorraine Twist, Director at Hays Recruitment
- Nik Pratap, Managing Partner at Pratap Partnership
- James Hutt, Consultant at Paradigm Junction
- Ben Farrow, Operations Director at Pure Resourcing Solutions
- Sarah Freeman Chartered FCIPD, Senior Recruitment Consultant at Pure Resourcing Solutions
- Kelly Saunders, Talent Acquisition Manager at PEM
You can watch the recording of the session below.
Technology is an enabler, not a replacement
Lorraine Twist emphasised that technology should aid the recruitment process, not replace it. A survey by Hays recruitment of 30,000 people, including 4,000 finance professionals, revealed significant gaps in current recruitment practices. For example, 50% of employers fail to notify applicants of their status, and 34% of candidates drop out because the process takes too long. These are examples of areas where technology can make a difference.
Despite this, the human touch remains critical for successful recruitment. Candidates will ultimately accept a role based on the people, this is something that technology alone cannot achieve, but it can make the process smoother and more efficient.
Key benefits of using technology in recruitment
- Video Platforms
Video tools can be used to enhance personalisation for both candidates and employers. They allow for face-to-face interaction without the need for in-person interviews, providing an element of human engagement that would otherwise not be in place. - Social Media
Social platforms, particularly LinkedIn, are invaluable for amplifying your brand voice and reaching potential candidates. Using tools like LinkedIn Recruiter, you can personalise outreach and build stronger connections. - Advertising and AI
AI helps streamline processes such as writing job ads, assessing applications, and ongoing communication. Personalisation is key here; by leveraging AI, you can gain insights into who is engaging with your brand and optimise your recruitment advertising accordingly. - AI for Efficiency
AI’s role in recruitment is growing, with 88% of employers expecting to use it more in the future. While younger candidates are generally more comfortable with AI, it’s important to recognise its limitations. AI can assist in tasks like application sifting, but it should be seen as a supportive tool rather than the entire solution. As always, the human touch is needed to ensure that the best talent is not overlooked.
Setting clear objectives with technology
Nik Pratap highlighted that the key to successfully integrating technology into the recruitment process is ensuring it meets your specific recruitment objectives. Are you trying to find more candidates, reduce costs, or improve screening? Understanding your goals is essential to choosing the right tools. However, not all tech is helpful; there are risks associated with gimmicks and data security, particularly when tech is moving faster than regulation.
The positive side of recruitment technology is its ability to save time. Tools that rank applications or manage candidate communication can free up valuable hours, allowing recruiters to focus on more personal interactions.
Examples of how integrating technology can assist recruitment:
- AI Tools: Familiarise yourself with AI tools like ChatGPT to improve your job adverts or gain insights into your data.
- Data and Metrics: Keep track of candidate engagement and identify where drop-offs are occurring. This data can help you refine your processes.
Human connection remains key
James Hutt spoke about how while technology can help streamline processes, it’s still crucial to maintain personal interactions. Getting to know a candidate through tech-driven processes can be harder, but tech can be used to free up time for more human-centred tasks. For example, employers can use technology to do low-value, high-time tasks like rejecting candidates.
James talks about how technology allows employers to be more creative in the recruitment process by using personalised content. For example, turning job applications into “love letters” where candidates explain why they want to work for you. This approach can attract more skilled candidates while keeping the process engaging.
The negatives of technology in recruitment
Despite the benefits of using new technologies in the recruitment process, these can also work against employers. For example, applicants can use the same technology to write applications and apply for them automatically. Personalisation, good quality writing, and even references are no longer reliable indications of a good candidate as technology can do this for people. This is even more reason for employers to embrace human connection in the recruitment process.
Continuously evaluate your tools
Ben Farrow and Sarah Freeman emphasised the importance of regularly evaluating the technology you are using to assess return on investment. Technology is advancing at such a rapid pace that tools can quickly become outdated and no longer beneficial. They recommended starting with your company website and ensuring it accurately reflects your brand and culture. A microsite on the vacancies part of the website, for example, can provide candidates with a snapshot of an organisation and the application process, and clearly marks out different steps the applicant needs to take, ensuring transparency and engagement throughout the process.
Balancing technology with a human touch
Kelly Saunders reinforced the need for human connection. Even with the best technology, personal interactions—like reaching out after an offer—help candidates feel valued and excited about joining your company. Familiarisation days, where candidates meet each other and get to know the team, are a great example of keeping the process human.
The future of recruitment technology
The recruitment landscape is constantly evolving, and staying ahead means balancing technology alongside the human touch. While technology can improve efficiency, it’s the personal connections that make a difference. As the pace of change accelerates, the key is to be digitally curious and ensure that your tools align with your recruitment goals. Tech should simplify, not overcomplicate, the process.
Ultimately, recruitment will always be about people, and technology is there to support, never replace the human element.
Useful Resources and Slides
Using AI to apply for job applications
Writing job descriptions as love letters