Striking a balance | Technology & the human touch in talent acquisition

The talent acquisition industry’s shift in how it assists companies source and hire top talent is largely due to the rise of advanced automated technologies and the incorporation of artificial intelligence (AI). This has enhanced the recruitment process, whilst building on the foundation of human intuition and intervention. Striking the balance between technology and human-led insights remains the secret to crafting a successful candidate sourcing strategy.

The incorporation of cutting-edge data-driven technology in modern candidate sourcing has undoubtedly streamlined processes, increased efficiency and improved reach. However, it also presents several challenges that demand a thoughtful and strategic talent acquisition approach. 

Despite the obvious advantages of an automated process – allowing recruiters to cast a wider net, identifying potential candidates more efficiently, and saving valuable time – relying solely on technology can lead to missed opportunities and a lack of personal connection with candidates.

Let’s delve into 7 challenges and explore how the industry can strike the right balance between automation and personalisation: 

#1 Blessed are the balanced

AI is exciting; promising much and delivering a lot of options not previously imagined but not yet fully trusted to take over human intervention. Instead of throwing the baby out with the bath water, a 21st-century candidate sourcing strategy recognises that when it comes to automation and personalisation, it is not ‘either/or,’ but rather ‘both/and.’   

One of the primary challenges is finding the sweet spot between automating repetitive tasks (such as the swift accomplishment of resumé screening, interview scheduling and follow-ups) and the complementary skillset of human insights and intuition. AI is not the lone ranger and maintaining a personalised candidate experience is crucial to accessing top talent. Over-automation leads to candidates feeling like just another number in the system.

#2 Bias in algorithms

Many recruitment technologies use algorithms and machine learning to evaluate candidates based on their resumés and online profiles. These algorithms can inadvertently perpetuate pre-existing biases present in historical hiring data, leading to discrimination against certain demographic groups and skewing the curve when it comes to diversity and inclusion. To mitigate this challenge, the constant monitoring and adjustment of algorithms is essential.

#3 Lack of human interaction

While technology can streamline many aspects of recruitment, when relied on too heavily it reduces the amount of human interaction in the hiring process. Candidates always value the opportunity to connect and engage – face to face – with potential employers. AI, if not wielded judiciously, can easily create barriers to communication and make candidates feel disconnected.

An overreliance on technology in the hiring process means candidates miss out on the opportunity to ask questions, get a sense of company culture or receive feedback on their applications. This is likely to negatively impact their perception of the employer.

#4 Skillset gap

The rapid evolution of recruitment technology tools has resulted in the inevitable transformation of talent acquisition strategies. A gap in understanding how to utilise these tools hinders their effectiveness and leads to missed opportunities in the candidate sourcing process. 

HR professionals and recruiters need the necessary skills to effectively use cutting-edge and evolving recruitment technology. Continuous training and development are key to overcoming this challenge.

 #5 Tech-driven decision-making

While AI technology aids in screening, candidate matching and providing predictive insights, it cannot replace the element of human judgment and intuition needed to assess soft skills and cultural fit. 

At one level, the objectivity and efficiency of AI are unmatched in the recruiting process; swiftly evaluating candidate qualifications and talents by proce­ssing and interpreting information. Incorporating AI into the hiring process enables companies to optimise their tale­nt acquisition strategy, leading to better hiring decisions and increased organizational performance­.

On another level, however, AI lacks emotional intelligence, a vital component in the entire hiring process and successfully engaging with potential hires. 

Building re­lationships and understanding the intricacie­s of industry skills and cultural fit requires the specialist expertise of human re­cruiters. 

#6 Candidate perception

A successful talent acquisition strategy will proactively view sophisticated AI  technology as a tool to enhance the hiring process rather than dominate it.

AI’s capability to analyse huge amounts of data via machine learning algorithms allows recruiters to assess the skills, experiences and qualifications of candidates with a high level of accuracy. AI chatbots and virtual assistants also offer real-time support – addressing enquiries via communication channels – heightening a candidate’s positive experience within the process. 

However, candidates may perceive a company as impersonal or uninterested if technology dominates the recruitment process, negatively affecting an employer’s brand and making it challenging to attract top talent. 

The human touch is critical to establishing trust, cultivating empathy and ticking the recruitment boxes of personal connection and a genuine understanding of a candidate’s aspirations, motivations, challenges, circumstances and career goals. A chatbot or software platform cannot do this.

#7 Cost vs. benefit

The benefits of AI recruitment technology include streamlining the time to hire, minimising the cost of pinpointing the optimal candidates, and preserving company resources for projects that cannot be automated. 

Implementing and maintaining recruitment technology, however, can be costly. Companies need to weigh the investment against the benefits in terms of time saved, improved candidate quality and experience, and more efficient processes. It’s important to conduct a cost-benefit analysis to ensure that the technology aligns with business objectives.

The challenges of balancing rapidly evolving technology and the human touch in candidate sourcing may be many but are not insurmountable.

Talent acquisition teams require a thoughtful, strategic and adaptable talent acquisition approach that cleverly positions AI and human intervention in tandem.  

Prioritising candidate experiences, data privacy, and diversity  – while keeping a keen eye on the ever-evolving technology landscape – allows companies to harness the power of technology while retaining the vital human elements of trust, empathy and intuition in the recruitment process. 

Striking this balance is an opportunity to revolutionise the way organizations find and engage their talent.

If you are intent on leveraging technology as part of your forward-thinking talent acquisition strategy, then partnering with a pioneering talent-sourcing engine that offers AI-powered solutions for every stage of the sourcing process, fills the gap with on-demand human expertise, insights and guidance and implements SaaS Solutions to seamlessly integrate with your internal hiring systems and talent pipelines is a benefit that outweighs the cost.