Is the Employment Process Becoming Too Computerised?
Seeking employment can be a long process and it has certainly changed over the years. Employers are becoming increasingly reliant on technology to find and communicate with potential candidates. As tech-driven recruitment becomes a normality, people seeking employment are left to navigate the job market with little guidance.
Candidates Feel They Are Lacking Personal Communication
For potential candidates, the beginning of their quest for recruitment begins with searching for job opportunities online. Fewer employers accept face-to-face requests and heavily rely on internet advertisements. The interview process is also heavily technology based, with a lot of communication from employers being in the form of video-based screening. In these cases, potential candidates often don’t meet their employer unless they reach a final interview stage or are successful in acquiring the job.
The issue with such a technology driven process felt amongst candidates is that it lacks anything personal. Only a small percentage of employers give feedback for interviews, whether they are successful or not. If a candidate doesn’t get the job, they will want to know what the deciding factors were so that they can improve for the next opportunity. This simply isn’t possible when employers aren’t totally connected the the candidates.
Technology Reduces the Employer’s Workload
From the point of view of the employer, using technology throughout the recruitment process makes it much more efficient. By automating as much as possible, employers can condense the time taken for accepting and rejecting candidates. One viewpoint is that technology removes unconscious and conscious biases during the recruitment process. These biases can include an employer possibly hiring someone like them and basing opinions on first impressions.
Well-programmed algorithms can greatly speed up the recruitment process. Computers can sort through CVs by reading through documents and choosing suitable applicants based on keywords associated with the job role. However, computers aren’t reliable on their own. Because they are technology based, they won’t know of societal developments and changing ways of thinking like a human would. As a result, approaching recruitment with input from both humans and computers can produce the most reliable result.
The consistent approach of a computer combined with the awareness of a human can find the best candidates for a job. Although it may seem impersonal, technology is an essential part of the job market. With so many people seeking work, employers need technology just to sort through candidates before face-to-face interviews can take place. Indeed, it can appear disheartening for potential job candidates but it is essential for employers.