Best Recruitment Insurance

The argument for agencies using recruitment tech

Recruitment is often cited as one of the biggest challenges faced by businesses when they are thinking about future growth

In a world where everyone and everything moves so fast, it makes sense that different branches of society would match pace to keep up. The ability to adapt in response to changing technology can often be a make or break issue for a lot of businesses, especially if they haven’t yet embraced the digital world in its entirety.

In recruitment, this technology uses increasingly smarter algorithms that identify an organisation’s needs more precisely and faster than ever, minimising the time spent trying to find the best candidates without a laser-focused idea of what the client is looking for. Recruitment is often cited as one of the biggest challenges faced by businesses when they are thinking about future growth and part of the problem is rooted not in the number of applicants, but the suitability of applicants. Enter technology.

The fit has to be right

Without understanding a company’s culture, a recruiter cannot effectively place a candidate, at least not with the efficiency they could were they to understand this culture. Finding out what success looks like within an organisation is a key way that recruiters can make assessments on the overall culture; as well as where they emphasise their values.

Companies can glean a lot about a person’s compatibility for a role from their CV and work history details, so technology has become useful by using NLP (natural language processing) to identify applicants with the best cultural fit.

Fostering diversity

Some people have raised concerns that using technology to populate the workforce with like-minded individuals may lead to stagnation in recruitment; with diversity also being a key issue in terms of equality hiring. However, this isn’t necessarily the case, as technology also removes the very human tendency to adopt subconscious bias – we’re not aware of it but unconscious factors can play a part in how we make decisions.

Algorithmic technology is also likely to take further steps in analysing potential candidates, reducing the likelihood that a new hire will not ‘go the distance’ with the company. Technology can also help with important decision making, freeing up more time for strategic activity within other departments.

While technology is certainly something to be embraced, it is always worth underlining that human instinct can never, and should never, be underestimated or eschewed in favour of anything automated without first assessing its usefulness.

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