In the age of technological disruption and automation, why do we need recruiters?

Recruitment has always been beneficial for both the companies looking for brand new talent and candidates searching for their dream job. Organisations save time and money by hiring professionals to streamline the recruitment process. They show companies how to find better candidates faster with fewer resources. Job seekers are no longer left in the dark as to where they stand in the recruitment process. The process guides them from job hunting through to the final stages of signing a contract for their ideal role. Talent acquisition specialists make the entire process streamlined. It’s a win-win for both parties involved.


But will next-generation technology, like AI and machine learning, disrupt the recruitment industry? In recent years, social media use in recruitment has exploded. 79% of job seekers use social media when looking for a new role. And, in turn, 84% of companies were using it to recruit. Algorithms can match resumes with job specifications. Even automation and gamification have been introduced into the job application process. These technologies make it easier for companies to perform tasks that were once outsourced to recruiters.


Technology isn’t everything


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That doesn’t mean recruiters have to roll over though as there are many things that algorithms can’t do. Technology can never replace the human touch, but it can enhance it. For example, it can do an exceptional job in sourcing candidates. But it starts to struggle with other essential parts of the process, like building relationships. If a qualified candidate in the tech sector isn’t presented right, they are highly unlikely to get the job.


Or take job rejections. The way these unfold needs to be carefully considered. They can be a difficult experience for candidates, made even worse by automated rejections. It can damage relationships with potential future candidates further down their career paths. Recruitment companies should handle these rejections with care. They need to turn them into something positive – an opportunity to be better.


Technology is brilliant at streamlining complex processes. But it can never offer judgement on culture and motivational fit. Understanding company culture is not black and white. It makes it difficult to place the perfect person using technology alone. This is where a skilled recruitment consultant comes in. They not only understand people and work culture, but they also know how to apply and utilise technology.


Time to move forward


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The talent acquisition process hasn’t changed much in the last 30 years – we should welcome these inevitable advances in technology. We shouldn’t see them as industry disruptors, but industry innovators. The best recruiters use technology to find better candidates and improving the process. For both companies and job seekers.


The key to successful recruitment combines evolving technology with the best of the traditional skills long associated with talent acquisition. The best recruiters stay connected and utilise technology, rather than fight against it.

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