Tech innovation yes, but the rules of humanity still apply to recruitment
Technological advances seem to be influencing every industry right now, and recruitment is no exception. Over the years we’ve seen technology transform the recruitment process, making it more efficient, data-driven, and accessible. At Morson, we use tech to advance thinking, streamline hiring processes, speed decision making and safeguard workforces. However, our tech solutions are always balanced with human interactions, intelligence, and analysis.
Online job boards, professional networking platforms, and social media channels have made it easier for companies to connect with a larger pool of candidates worldwide. Automated CV screening systems and applicant tracking software (like our talent management platform Vencuro) have streamlined the initial stages of recruitment. What makes these solutions so valuable is that they allow recruiters to focus on what they do best, build relationships with employers and candidates so that they can find the right person for the role.
Here are just a few tech innovations we’re looking forward to seeing more of
Artificial intelligence (AI) and machine learning: AI-powered algorithms will enable recruiters to make more accurate predictions about candidate fit and performance. These technologies can analyse vast amounts of data, including CVs, social media profiles, and online assessments, to identify patterns and make data-driven recommendations.
Augmented reality (AR) and virtual reality (VR): These technologies could allow us to create immersive candidate experiences. Simulated job previews, virtual interviews, and interactive assessments will provide candidates with a realistic understanding of job roles and allow recruiters to assess their abilities in a practical way.
Intelligent automation: Routine tasks such as CV screening, interview scheduling, and candidate communication can be automated, freeing up time for recruiters to engage in more meaningful interactions with candidates. For example, our Talent DNA candidate assessment app gives organisations and candidates greater control over the application process. Via the app clients can create behavioural, health and safety, critical thinking and skills/challenge-based assessments which can be accessed by candidates in their own time.
When choosing which technological advances to embrace, it’s important to consider how it will benefit your recruiters and candidates. Look for solutions that empower recruiters to make more informed decisions, enhance the candidate experience, and drive greater efficiency in the recruitment process. Striking a balance between automated decisions and those based on human judgements will not only optimise your processes but will also ensure that the hiring process is ethical.
Some key ethical considerations
Bias and discrimination: If the data used for training AI models is biased or incomplete, then the results the model produces will also be biased. Algorithms need to be trained just like people do, so they should be monitored for bias and trained with diverse data sets.
Privacy and data protection: Recruitment technology involves collecting and processing candidates’ personal data. Organisations must handle candidate data responsibly, comply with relevant data protection regulations, and clearly communicate how candidate data is stored, used, and shared.
Lack of transparency: If candidates don’t have a clear understanding of how their applications are being evaluated, they may be disappointed by the outcome. Providing clear explanations of how technology is used in the recruitment process helps to build trust and ensure fairness.
If you are looking to mitigate bias and build ethical recruitment practices, our ED&I consultancy service can support you to identify barriers to inclusion, attract diverse talent into your organisation and create inclusive cultures.
By addressing these ethical concerns businesses will be able to utilise AI technology to enhance their talent strategy. However, we’re not too worried about recruiters being completely replaced by machines just yet. Human recruiters bring their own personalities and unique qualities, like empathy and intuition, to their work. AI may be able to do many things, but it can’t simulate a human connection.
AI doesn’t have
Emotional intelligence and empathy: Our recruiters understand and empathize with candidates on a deeper level. This emotional intelligence allows us to establish trust, provide support, and create a positive candidate experience. They can network, attend events, and engage with candidates beyond the formal recruitment process. These relationships contribute to a strong talent pipeline, as recruiters can maintain connections with candidates in the long term.
Contextual understanding: Human recruiters can grasp the nuances and context of a candidate’s experiences, achievements, and career trajectory. They can ask probing questions, explore specific details, and gain insights beyond what is presented on a CV.
The ability to assess soft skills and cultural fit: While AI systems can evaluate technical skills, human recruiters excel at assessing soft skills and cultural fit. Through interviews, conversations, and observation, they can evaluate a candidate’s communication skills, teamwork abilities, leadership potential, and alignment with the organization’s values and culture.
AI systems and technology are great at reducing administrative burdens and streamlining processes, but human recruiters bring their intuition, judgment, and experience to the decision-making process. They can identify intangible qualities that may not be captured by algorithms, such as a candidate’s passion, resilience, or problem-solving capabilities.
At Morson, we leverage technology to streamline processes, enhance efficiency, and gain insights, but never at the expense of the candidate experience or ethical considerations. We take the time to understand your business, ensuring that we add value in the right places and at the right time.
In the quest for top talent, behind every CV, assessment, and interview there is a person looking for their next career opportunity. At Morson we’re embracing the rules of humanity alongside technological innovation to create effective, fair, and human-centred recruitment practices, ultimately shaping a brighter future for organisations and candidates alike.
Looking for your next career opportunity? Check out our latest jobs. Looking to optimise your recruitment processes? Find out more about our recruitment solutions.
