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Beyond Resumes: Humans and AI in Hiring

Even with advanced Applicant Tracking Systems (ATS) that have automation and AI-enhanced capabilities, the role of humans in the recruitment process is still crucial. The modern recruitment process involves collaboration, which allows for a synergistic approach that utilises strengths to create a more efficient and effective hiring strategy. Let's explore the different facets of human involvement in detail.

1. Strategy and Planning: Recruiters take charge of creating the hiring strategy and identifying the talent needs of an organisation. They are responsible for determining the number and types of positions that must be filled, as well as the qualifications and skills required for those roles. This planning sets the groundwork for the recruitment process.

2. Defining Job Requirements: Although ATS systems can aid in crafting job descriptions, human recruiters are essential in refining these descriptions to reflect the responsibilities, qualifications accurately, and desired attributes of the role. They understand the organisation's culture and can personalise job descriptions accordingly.

3. Relationship Building: Building relationships with candidates is a fundamental human aspect of recruitment. Recruiters engage with candidates, answer their questions, and provide a human touch. This personal interaction helps create a positive candidate experience and promotes the organisation's employer brand.

4. Candidate Assessment: Although automation and AI can recognise candidates who fulfil specific qualifications and standards, they cannot assess their soft skills, compatibility with the company culture, or other unique characteristics that make them a suitable match for the organisation. Therefore, human recruiters are crucial in conducting interviews, evaluating candidates' interpersonal abilities, and determining their suitability for the team and company culture.

5. Decision-Making: When it comes to hiring, the ultimate decision lies with the human recruiters and managers. They rely on their expertise, experience, and intuition to evaluate candidates thoroughly. Factors such as passion, motivation, and long-term potential, which automated systems cannot solely determine, are considered and play a crucial role when deciding which candidate would be the best fit.

6. Diversity and Inclusion: Modern recruitment requires actively promoting diversity and inclusion in the workplace. This can be achieved by seeking out candidates from underrepresented backgrounds and by recognising and reducing biases in the hiring process.

7. Adaptation and Learning: The recruitment landscape is constantly changing. Human recruiters must stay informed about industry trends, emerging technologies, and legal and compliance requirements to adapt the recruitment process and remain competitive.

8. Candidate Experience: Providing a positive candidate experience is vital for attracting top talent and maintaining a good reputation. Human recruiters can offer personal touches like follow-up calls, personalised feedback, and clear communication, which automation alone may not achieve.

9. Continuous Improvement: It has been noted that human recruiters rely on data obtained from Applicant Tracking Systems (ATS) to optimise hiring results. This practice entails the collection and analysis of various metrics such as candidate qualifications, work experience, and other relevant factors to ensure that the most suitable candidates are selected for job vacancies. Essentially, the utilisation of ATS systems enables recruiters to make informed decisions that yield positive outcomes and ensure that the best candidates are sourced and selected.

10. Employer Branding: Recruiters serve as the face of an organization to potential candidates, communicating its values, culture, and mission. Their personal interaction can impact a candidate's decision to join.

To sum up, while ATS systems and automation improve recruitment efficiency, they work best when combined with the human touch. Human recruiters have a keen understanding of the company's requirements, culture, and principles and can evaluate candidates beyond what automated tools can offer. The partnership between technology and human knowledge creates a more effective and people-focused recruitment process.


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