Every hiring decision-maker is looking for the most efficient ways to source, screen and hire the most qualified candidates, which is driving the increased use of recruiting technology. According to Bersin by Deloitte, more than 60 percent of employers are now using applicant tracking systems (ATS) as a centralized tool for managing the process from start to finish.
At this point, it’s important for employers to consider — are we adding too much technology to our recruiting strategy in the interest of time and convenience? Are we automating our way out of relationships or is this the future?Strategic use of technology
Today’s hiring software can automate resume keyword searches, rate candidate skill levels and organize data for HR professionals, but it generally lacks the sophistication to determine whether a candidate would be a good employee for a skilled position, according to the Society for Human Resource Management (SHRM).
“Staying on the cutting edge of technology is absolutely crucial in the recruiting industry,” notes Frank Morris, Aerotek practice lead. “But the best tools make the process more efficient so recruiters can spend more time on what really counts — building relationships.”
The working relationship between a recruiter and a job candidate requires steps along the way that can’t be automated, he notes, and they’re crucial to ensuring a successful hiring process. For candidates, that involves identifying their goals, skills and interests to match them with the most appropriate job. For employers, that includes:
Successfully using technology to hire requires balancing it with a human touch. Recruiting software provides valuable visibility and increased efficiency, especially for pre-screening candidates, but humans are the best resource to complete the process by engaging the candidate, confirming if a candidate fits your organization and ultimately getting him or her to accept an offer.
Want to learn more? Contact Aerotek now.