How Tech Hurts Hiring - pt. 2 - A Solution

In my last article I focused on how tech is negatively impacting hiring. Since that last article, I’ve read yet another article about how AI is constantly disappointing clients. Ironically, I received a spam call from an AI bot trying to sign me up for health insurance before I completed reading the article. The AI bot was obvious: I asked one question and the response didn’t fit. It was clunky and impersonal and regardless of if the company is actually legitimate, I won’t ever interact with them because they’ve demonstrated that they do not actually care about their customers. This is how it feels when candidates receive automated messages after having interviewed. You may think your system is clever and your responses bland enough to fit any situation a candidate may be in, but the message that is sent is, “You aren’t worth our time.”

So, what do we do about this? Does every individual who applies for a job require a personal letter? No, there will always be applicants who apply for jobs that they are not qualified for. A simple letter acknowledging receipt of their resume, thanking them for applying, and verifying that the company is looking for someone with more experience in this specific area is just fine. If all you’ve asked of candidates is to submit their resume then you can reply by submitting an email to them. As the process moves forward and candidates invest more of their time, companies need to invest more of their time as well. If a candidate interviews with a Manager, they should hear feedback from the Manager. If they interview with a Director and a Manager, they should hear feedback from a director and a manager. Have your effort match the candidate’s effort and even if they don’t get the job, they will hold you in high-regard and maintain a desire to work for your organization.

What can become the greatest hindrance to implementing this sort of process is that it requires coordination between multiple levels within the company and with the candidate. This is where a Recruiter helps to provide the positive experience for every candidate that a company can’t do on their own. As a Recruiter, I reach out specifically to individuals who have the ideal background that you are looking for. The next step is to intelligently articulate the parameters, responsibilities, company culture, etc., to the candidate, then to explore the candidate’s background and fit. This is how I’ve developed a strong network of candidates across the country: I invest in them. They want to answer if I call because they know the position is going to be relevant to what they’re doing, that I won’t pressure them into something they don’t want, and that they will have resolution and insight as to why they didn’t move forward. I also explore other potential fits within the company to see if they may be interested in another role.

This is a very narrow window into exploring how a great Recruiter provides a solution to the problems that tech has introduced into hiring. It is a topic that I am going to continue to probe and to provide solutions to because at the end of the day, hiring takes place between two people. It is a human-centric process and is best facilitated and delivered successfully by humans. If done properly, even the individuals who don’t get the job will leave with a positive attitude regarding your company. That is a much better outcome than just processing candidates as quickly as possible.