Automation in recruitment is capable of transforming the hiring process. Automating traditional recruitment tasks that are time-consuming and inefficient, frees up valuable time for recruiters.
Despite its long list of benefits, the mere mention of automation in recruitment swirls up a whirlwind of myths and common misconceptions.
Automation will take over!
Automation causes hiring bias!
Automation is hard to use!
Well, we’re here to bust the top three myths surrounding automation in recruitment.
Myth 1
Automation will replace the recruiter
First and foremost, I think we can all collectively agree that the topic of technology replacing the recruiter has been largely speculated. But is there any truth to this?
Well, the short answer is no! The recruiter’s role is incredibly varied and their skillset would be very difficult to (effectively) replicate entirely with technology. On top of this, recruiters are expert communicators and decision-makers. Their ability to select qualified applicants and engage with candidates is essential in contributing to an overall positive candidate experience.
Instead of fearing a complete automation takeover, look at areas in the recruitment process where technology can assist and offer a ‘helping hand’ to ease up on workloads. It’s much more efficient to selectively implement recruitment technology in areas where improvement is needed rather than over-automating and turning every process into an automated one.
Myth 2
Automation tools are complicated and hard to use
Automation in recruitment can sound daunting as the technology is complex. But that doesn’t mean it’s not easy to use. It all depends on the software you select to assist in the recruitment process. Obviously, if you’re implementing a whole new applicant tracking system (ATS) and enabling every feature available there will be a considerable amount of learning required. But in terms of recruitment automation tools; typically these are in the form of additional add-ons to your ATS.
What does this mean? Well, selecting a plugin automated tool means there’s minimal if not zero training required. They often slot right within your recruitment workflow and current processes. They’re designed to work behind the scenes and assist in administrative tasks such as job application screening, searching and vacancy talent matching.
Myth 3
Humans will lose control of the recruitment process
There’s often the assumption that recruiters will have to give up control when implementing recruitment automation. They’ll no longer make hiring decisions and will be replaced by an automated replica. Well, this is not the case…
In fact, it’s the opposite! Recruitment automation will help you regain control and make smarter and more effective hiring decisions. Areas where you may have been stretched before; due to time restraints and a lack of resources, can be simplified and become more efficient.
Recruitment automation supports data-backed decision-making. One example of this is the job application screening process. Automation solutions have the power to process thousands of job applications in seconds and prioritise the best job-matching talent. Meaning each decision is supported by screening data and is justified – leaving little room for unconscious bias.
What are your thoughts on automation in recruitment? Let us know in the comments below!
