Rapid advancements in recruitment technology have made automation possible in more areas of talent acquisition than ever before. And in many cases, it genuinely improves the recruitment and hiring process (shortening the online application, enabling self-scheduled interviews, etc.).
But Matt Jones, Senior Vice President, Operations, at Cielo says too much automation can be, well, too much. Companies should strive to make their recruitment process easy and efficient without making it feel rushed and impersonal. He has written a new blog for CourageousHR on how to strike the right balance.
From the article:
The key is to use automation only in areas that create value for a company without adversely affecting the candidate experience. To achieve this, it’s important to consider the expectations of candidates. For example, most people want to be able to buy groceries or music in a highly automated way via the web or smart phone, but when their child is ill, they expect a personal experience with their human GP. In other words, the experience and expectation are situation specific and differentiating between the two is key to building a process that maximises the advantages of humans and machines.
If we take a very simple view of the talent acquisition world and the role of the professional teams within it, we can break this down into two major groups of activity: a) enabling processes; and b) customer-facing processes.
Visit CourageousHR to read “Never Sacrifice Personalisation for Automation When Trying to Improve Candidate Experience”
