This growth inevitably puts a strain on tech companies’ Talent Acquisition and Recruitment teams. These functions are usually on the frontline of the urgency, with high recruitment goals that do not always match capacity, employer branding, and compensation. So this process needs to be as fast and efficient as possible.
Rise of Automation
This is where automation comes in. There is no denying that algorithms, chatbots or AI can help you with processing the thousands of applications you get per month and allow your Talent Acquisition team to focus on where they can add the most value.
That is why Applicant Tracking Systems (ATS) have become so popular. They increase your efficiency and save you time by helping you stay organized in reviewing CVs and highlighting the best candidates for the position.
Automation will not do the work for you, but it will help you put your time where it’s most needed!
Keeping the human touch
Balance is often hard to achieve, and there is no one size fits all approach. However, from the moment a candidate becomes more than a lead, but a prospect, you should invest more of your time with following up and ensuring a personalized and excellent candidate experience.
Sometimes, during this process, we tend to turn into machines and lose sight of our human touch. (Sjamilla Van der Tooren from SVDT Recruitment)
It is important, to make sure we don’t lose the human touch of the process, which is often the competitive edge that might make candidates choose you over your competitors. «I think this is a shame because especially as a recruiter you can really add value and change someone’s life in a positive way», she adds.
At the end of the day what you’re looking for is to build a relationship with someone
A human is necessary to establish empathy, not AI: «AI can suggest the best candidates but it can’t go out on a coffee with them or bond with them.»
One of the things that really stood out to me is that the majority of people don’t feel like the recruiter understands their skills when reaching out to candidates. People feel that recruiters don’t read their profiles and just send random messages.
Sjamilla adds. The candidates need to feel like they are «more than just numbers.
We, at Landing.jobs, found that candidates who are followed by a member of the Talent Delivery Team from an early stage of the process, are more likely to land a job that is the right fit for both the candidate and the company. At the end of the day, we believe that the secret is in matching data efficiency with human sensitivity. The coordination of human and tech is what will ensure not only a technical fit but also a cultural and human fit.
Remember, computers can’t do all the work for you, they will be there only to assist on the journey in the process of recruiting.
Building Talent-Driven Processes in a Data-Driven world is in the center of industry discussions. This year’s Tech Hiring Conference will open this conversation together with a panel of industry experts that includes Matt Buckland, Algirdas Zalatoris, Jennifer Hasche, and Sjamilla Van der Tooren, amongst others. Join us on the 5th of February, in Lisbon to reflect on tech recruitment and how we can keep this industry human-oriented. Tickets are available on Eventbrite.
Feel free to reach out in case you want to talk about tech recruitment, the Tech Hiring Conference, or just say hi!
Maria Tolentino
Business Lead at Landing.jobs
Linkedin | Email
0 Comments