There is an increasing debate around if we are humanising or dehumanising the recruitment process by using technology. Almost everyone can admit that technology improves efficiency. However, some people also think that as a result of its implementation, we are dehumanising the process and more likely to miss some aspects of candidates’ personalities that could potentially lead to better talent acquisition results.
Relying solely on technology to pick out specific data points would run the risk of the exclusion of certain people who may not have presented the information in a specific way (James Webb, Propel London).
As in most cases, leaning to one extreme usually doesn’t provide great results. I believe it needs to be a balanced combination to be able to achieve what you really want: a process which is efficient but that doesn’t lose the human touch.
From the large variety of technology solutions for recruitment, there is one that definitely helps with both efficiency and humanising the process: video interviewing.
Some people still think that video interviews are actually dehumanising the process. That only depends on one thing: how you use it.
Candidates put lots of time and effort in preparing for an interview. It is neither good for you nor them when you are not able to get all the information you need to make a good decision in inviting them to an interview. You are wasting your time and theirs.
Video interviews used in advance can help you and your team to make better decisions, improving your efficiency and of course, making the process more human.
What do you think? It is you recruitment process human enough?