Striking the Balance: The Human Element in Hiring and Talent Acquisition
We live in a digital world. Companies need to hire. People need jobs.
Companies are increasingly relying on Applicant Tracking Systems (ATS) and culture-fitting apps to streamline their hiring processes. While these technologies can offer efficiency and ease, concerns are growing about potential drawbacks of over-reliance on automated systems. Harvard eloquently stated we’ve been saying for years: Your Approach to Hiring Is All Wrong.
Below are the top five current issues with companies’ Hiring and Talent Acquisition groups that heavily rely on ATS keywords and culture-fitting apps. We, on the other hand, propose the inherent value of human eyes and conversations in the hiring process.
1. The Limitations of ATS Keywords
ATS are designed to scan resumes and applications for specific keywords and phrases to identify qualified candidates. Sounds helpful, right? The problem is that the overemphasis on keywords leads to the exclusion of potentially talented individuals not captured by the predetermined set of keywords. The human element, including assessing soft skills, creativity, and adaptability, is overlooked by these systems. This, however, results in a narrow view of an applicant’s potential.
2. Ignoring Diversity and Inclusion
Companies risk continuing bias and preventing diversity and inclusion efforts by relying heavily on ATS keywords. Automated systems may inadvertently favor candidates who align with dominant industry norms or exhibit similar backgrounds, experiences, or education. Though unintentional, this can exclude individuals from underrepresented groups who may bring unique perspectives and contribute to a more diverse and innovative workforce. Human eyes and conversations are essential in recognizing the value of diverse talents beyond the limitations of keywords.
3. Assessing Cultural Fit
Culture-fitting apps have gained popularity as a tool to assess candidates’ suitability within a company’s culture. However, relying solely on these apps can oversimplify the complex process of evaluating cultural fit. Human interactions provide valuable insights into a candidate’s values, communication style, and ability to collaborate effectively with existing teams. Culture is dynamic and ever-evolving, which makes it essential to have human involvement in evaluating cultural fit to ensure a holistic and accurate assessment.
4. Candidate Experience and Engagement
Automated systems lack the personal touch and individualized attention that human interactions provide. Candidates feel frustrated and disconnected when their applications seemingly disappear into a black hole, with little to no communication or feedback. Human eyes and conversations allow for personalized engagement, providing candidates with a positive experience and maintaining their interest in the company. This holds true even if they are not selected for a particular role.
5. Uncovering Hidden Potential
ATS and culture-fitting apps are structured to match candidates based on predefined criteria. This approach can, undoubtedly, overlook individuals who possess transferable skills or unconventional backgrounds that could bring fresh perspectives and innovative ideas to the organization. Human eyes and conversations are better equipped to identify hidden potential and assess candidates beyond the constraints of rigid algorithms.
In conclusion, while ATS and culture-fitting apps offer efficiency and convenience, companies must be cautious about over-reliance on these technologies. The team of GTM’s human eyes and conversations are invaluable in assessing the true potential, diversity, cultural fit, and candidate experience in the hiring process. Striking a balance between technology and human involvement is crucial to ensure fair, inclusive, and effective talent acquisition practices. This balance is what will allow companies to tap into the full range of available talent.
Given these points, it is time we help you strike a balance bringing in the human element in hiring. GTM Services
