One of the most important aspects of the Human Resources professional is right there in the name: “human.” And if you value the humanity of the process—meeting new people, finding the exact right fit for recruits, helping people get settled into their new jobs—then the new wave of technology- and automation-focused hiring can feel a little…cold. But it doesn’t have to be that way. Embracing this new wave of technology can enhance your work, and help make your job more efficient.
Automation is inevitable
Nothing is certain except death, taxes…and new technology. I’m guessing you’re not using a rotary phone or a typewriter anymore, so it’s time to acknowledge that automating the hiring and recruiting processes (at least somewhat) is the way the industry is moving forward. In fact, according to recent research, 75% of hiring managers use applicant tracking or recruiting software to improve their hiring process.
Automation saves time
How much of your time is spent reviewing resumes or cover letters? And how many of those materials are from people who aren’t a good fit, and would never qualify for an interview? While you’re investing time toward a specific goal (finding the ones who are qualified to bring in for an interview), the process could be so much cleaner by the time it gets to you. Having an automated first responder, like screening software, does a lot of the prework that doesn’t really serve the ultimate goal. Spend your time on people, not on the paperwork.
Automation helps improve the hiring process
Automated software and processes can yield more data than we could ever get from eyeballing resumes. With raw data on who’s applying for positions and what qualifications they have (based on a parsing of their resume), hiring managers can get clear pictures about the applicant pool, and also use that data to refine job descriptions, interview questions, and the more qualitative aspects of the job search. Automation now can make your hiring process easier and easier in the future.
Automation can do deeper analysis
It’s not just reading or scanning software that can improve the process—it’s also digital tools for automating interviews. By analyzing everything from word choice to speech patterns to facial expressions, predictive programs can give data-based analysis of how well a candidate aligns with qualities you set ahead of time.
Automation is a tool, not a replacement
It’s natural to be concerned that handing over key job responsibilities to, essentially, a robot is signing one’s own certificate of obsolescence. But in reality, it’s about using tools to work smarter and more efficiently and make even better use of your time and skills as a hiring manager. It can help you find and hire better people, and free up some of your time—one of the most valuable professional resources—for things that require more qualitative effort and attention.