Keep Recruiting Human
As automation plays a bigger and bigger part in the recruitment process, we have access to more tools and shortcuts than ever before. Time savings aside, hiring in the digital age comes with a whole new set of challenges. No matter how efficient your automated systems, recruitment will always be about people – and a human approach is therefore essential. The best recruiters are able to combine digital tools with a personal touch, but striking the balance can be tricky. Ensure a human-friendly approach to recruiting with these tips and strategies.
With so much focus on data, never forget that you are dealing with real people. You may have targets to meet and slots to fill, but unlike automated systems, real life is not so cut-and-dried. It is, therefore, crucial to be flexible. Your candidates are not just numbers or CVs – they are humans with schedules and commitments. When making contact or arranging an interview, try to be accommodating and find mutually convenient times. It is unfair to expect anyone to compromise their current job or travel across town at the drop of a hat, so be mindful of your demands.
Pick up the Phone
Most recruiters will be familiar with this scenario: you find a rock star candidate online, only to meet them in person and quickly realize that it’s a complete mismatch. Don’t fall into the habit of blindly trusting your automated systems; recruiting software can certainly help you to source great candidates, but it is your job to delve deeper. Before meeting in person, pick up the phone and sound out their personality. A brief chat provides much more insight than an email exchange, yet requires less effort than a face-to-face meeting. Your time is precious and so is theirs, so do your own personal screening before setting up an interview.
Trust your gut
There is no algorithm in the world that can replace gut instinct, and as a recruiter, this is one of your most powerful tools. Just because your system deems a candidate a 100% match for a particular role does not mean that they are – and if your gut tells you otherwise, listen to it! Cultural fit is just as important as skills and experience, and only a human can assess this. Likewise, a candidate may not have all the required skills on paper, but perhaps you get a good feeling about them that you can’t quite define. You are a recruiter for a reason, so don’t be afraid to trust your own knowledge and intuition – even if it means going against the system.
Rejection can be a very personal thing, and doesn’t always sound best coming from a machine. A human approach can soften the blow, so know when to automate and when to take matters into your own hands. As a general rule, the more time a candidate has invested in the process, the more considerate the rejection should be. Whilst an automated email may be fine for a mass pool of applicants, a final-round interviewee deserves nothing less than personalized feedback.
Final Word: Treat Candidates as you Would Like to be Treated
As a recruiter, it is your job to treat candidates as you would like to be treated. Workflow automation is great for saving time and reducing admin, but cannot replace a human approach. Whether interviewing, rejecting or onboarding, put yourself in the candidate’s shoes and consider what kind of approach would be most suitable. A personal touch is key to providing candidates with a positive experience – and will set you miles apart from other recruiters.