Balancing Automation Humanity in Recruiting

As I delved into Noel Cocca’s insightful article, “5 Tips to Manage the Human Candidate Experience,” on Recruiting Daily, two seemingly contradictory concepts came to mind: automation and humanity. Although they might appear to be polar opposites, these ideas can work together harmoniously in recruitment.

At SmartRecruiters, we are committed to providing a talent acquisition suite that streamlines processes through balancing automation. However, it’s important to clarify that our use of automation is not intended to replace the human element in recruitment. Instead, our goal is to use these tools to enhance and elevate the candidate experience, making it more personal and impactful.

Noel succinctly captures this sentiment: “We need to focus on building and growing respect from not just our candidates but our clients as well. Recruiting is and always will be about the human element.” Here’s how we can effectively balancing automation and humanity to improve the recruiting process.

The Essential Role of the Human Touch

While balancing automation can efficiently handle many aspects of recruitment, it cannot replicate the empathy and personal connection that humans bring. Organizations are run by people who must interact with candidates in a genuine and compassionate manner. Here’s why maintaining a human touch is crucial:

• Building Personal Connections:
  Automation might take care of repetitive tasks, but personal interactions are vital for building trust and rapport with candidates. These interactions help create a more engaging and supportive recruiting experience.
• Demonstrating Empathy:
  Only humans can fully grasp and respond to the emotional nuances of the recruiting process. Empathy plays a significant role in understanding and addressing candidates’ concerns and needs.

Strategies for Being More Human in Recruiting

Noel offers practical advice on how to ensure that humanity remains at the core of the recruiting process, even while leveraging automation. Here are some key strategies:

1. Be Authentic:
   Authenticity is essential in recruitment. Instead of relying solely on industry jargon and metrics like “sourcing” and “pipeline,” take time to view things from the candidate’s perspective. Ask yourself:
   • How would I feel if I were the candidate in this situation?
   • Would I appreciate being seen merely as a data point in a pipeline?
2. Show Respect:
   Building strong relationships with candidates goes beyond just evaluating their fit for a role. Consider the following:
   • Ask Tough Questions with Respect:
     While it’s important to ask challenging questions, do so with empathy and respect. This approach fosters a positive and respectful interaction.
   • Engage with Future Potential:
     Even if a candidate isn’t the perfect fit for the current role, there might be opportunities to connect with them in the future. Keep the door open for future possibilities.
3. Demonstrate Empathy:
   Taking the time to help candidates understand how their goals and experiences align with the role can have a significant impact. Actions that show empathy include:
   • Providing Constructive Feedback:
     Offer feedback on why a role might not be a fit and suggest other opportunities that might suit their skills and aspirations.
   • Referring Candidates to Other Opportunities:
     If you know of other organizations or roles that might be a better fit, help candidates by making those referrals.

The Power of a Person-to-Person Approach

Noel’s fifth tip emphasizes the importance of personal touch: “Use your company’s STARS.” A genuine message from a Senior Executive can effectively convey your company’s human culture. Here’s how to leverage this approach:

• Senior Executive Messages:
  A personal and heartfelt message from a senior leader can make a strong impression on candidates. It helps convey the company’s values and commitment to creating a positive work environment.
• Showcase Your Team:
  Your team represents the company and plays a crucial role in recruitment. Demonstrating why your organization is an excellent place to work through personal stories and shared values enhances the human aspect of recruiting.

Optimizing Automation for Better Results

While automation is a powerful tool for improving efficiency, it should be used to free up time for more meaningful interactions. Consider these strategies:

• Automate Routine Tasks:
  Use technology to handle repetitive tasks such as scheduling interviews and initial screenings. This allows recruiters to focus on higher-value activities.
• Enhance Personalization:
  Utilize the time saved through automation to engage in personalized conversations with candidates and colleagues. This approach helps build stronger relationships and a more supportive recruiting environment.

Creating a Comprehensive Diversity Strategy

Incorporating balancing automation and humanity into your recruitment process also involves developing a robust diversity strategy. Here’s how to create an effective diversity strategy:

1. Develop a Diversity Vision and Statement:
   Start by defining a clear vision and statement for diversity within your organization. This will guide all future diversity efforts and help align your team with your goals.
2. Conduct a Diversity Brand Review:
   Assess your current diversity practices through a brand review. Identify areas where your organization stands in relation to your diversity vision and outline steps for improvement.
3. Create a Diversity Recruiting Strategy:
   Develop a strategy that integrates diversity into your recruiting process. This includes:
   • Certifying Recruiters:
     Ensure that all recruiters are trained and certified in diversity recruiting.
   • Building a Diverse Candidate Pipeline:
     Actively seek out and engage with diverse talent pools.
   • Targeted Advertising:
     Advertise job openings through channels that reach diverse demographics, such as specific radio stations or websites.
   • Inclusive Imagery and Messaging:
     Use diverse images on your career page, website, and social media to reflect your commitment to inclusion.
4. Engage with the Community:
   Host events and participate in career fairs that target minorities and women. Build relationships with organizations that support diverse groups.
5. Monitor and Evaluate:
   Use metrics to track your progress in diversity and inclusion. This includes:
   • Minority Representation:
     Assess overall and departmental minority representation.
   • Retention Rates:
     Monitor the retention rates of underrepresented employees.
   • Pay Equity:
     Evaluate pay disparity to ensure fair compensation.

Conclusion

In today’s competitive recruiting landscape, balancing automation with a human touch is essential. While automation can streamline processes and improve efficiency, it’s crucial to use the time gained to foster personal and empathetic interactions. By integrating these approaches and focusing on diversity, you can create a more engaging and respectful candidate experience, ultimately benefiting both your organization and the talent you seek to attract.