Why recruitment can never be fully automated

Posting date: 17 November 2020

Research shows that approximately 1.2 million jobs in Switzerland could be replaced by computer systems, algorithms and robots. However, the roles typically identified as being ‘at risk’ include bar staff, security guards and drivers – not recruitment professionals. On top of that, there are predictions that robotics and automation can exist alongside human professionals, enhancing their work rather than replacing them entirely.

 

Though AI has permeated every industry and there’s much reservation surrounding the technology, there are many benefits of automation - particularly for recruitment teams. That being said, recruitment remains a fundamentally relationship-led process that machines will never be able to replicate. Here’s why recruitment can never be fully automated and how AI can instead enable companies to redefine their talent acquisition strategies.

 

Benefits of new technologies

While the human touch of recruitment can never be replicated, there are many ways that automation can help. One instance is AI-powered HR technology tools, which can reduce time to hire and improve the quality of hire simultaneously. AI tools and systems help recruitment professionals to sort through large volumes of applications and identify high-quality candidates – two major challenges that many consultants have faced in the wake of coronavirus. Prior to the outbreak of the virus, many companies were already using such technologies and the pandemic has triggered a widespread adoption of the technology, increasing investment in video interviewing software and virtual assistants.

 

In McKinsey’s The future of work: Switzerland’s digital opportunity report, results revealed that machine learning could increase the potential for automation of retail recruitment to 60% and to an even higher 66% for finance and insurance. So, how will it do this?

 

How automation and machine learning can help with the recruitment process


People Analytics

Recruitment has always been data-rich, but candidate information has traditionally been used to distinguish applicants from one another. The introduction of people analytics has enhanced this, repurposing data to predict what a successful candidate look likes. People analytics – similar to data analytics - tracks high-quality candidates and uses this information to create a personality matrix that predicts future successful hires. But while research from Deloitte found that 71% of businesses agree people analytics is high-priority, how much trust can you really place in a data algorithm?

 

Writing inclusive job descriptions

Various AI tools can help with creating job descriptions using inclusive language such as gender-neutral keywords. As research shows that diversity drives financial progress, there’s more than one incentive for companies to strive for a diverse workforce. This application of AI technology demonstrates how automation will continue to benefit the hiring process and wider business goals by lowering the chance of using biased language.

 

Recruitment during Covid-19

AI-powered systems have proved their worth during the pandemic, preventing recruitment from coming to an altogether standstill and earning a permanent spot in the recruiter’s tech stack. As a result, the pandemic has accelerated the automation of recruitment, but it’s also exposed the crucial role of the recruiter.

 

The human element

The human element of recruitment is about building relationships. Automation tools take admin tasks off the hands of the recruiter - particularly during the earlier stages of the recruitment process. Hiring teams can then reallocate this time to engage with the candidates who are further along in the process and perhaps more qualified for the role. Therefore, experienced consultants are essential when identifying high-quality candidates and during the executive search process – offering a human touch that automation cannot imitate.

 

Relationship-driven recruitment creates a superior candidate experience which is a crucial talent attraction strategy in a climate with a ‘war for talent’. Specialist recruiters are trusted to create, develop, enhance and maintain relevant talent pipelines so that companies have access to the best candidates from the talent pool. Whether the talent attraction goal is to ensure cultural fit, tackle D&I targets or source fresh talent from new markets, the human element remains the key piece to the puzzle.

 

AI and machine learning are enhancing the role of the recruiter

Though 24% of Swiss employees fear that robots will replace them in their job, this view fails to consider how AI and machine learning can enhance their job role. Hiring professionals can harness technology to see better results in both their time-to-hire and in identifying high-quality candidates. Before the start of the decade, the job market had confidently established itself as candidate-driven, but now most recruiters and employers are faced with the challenge of sorting through high volumes of applications. This is where technology can help to streamline recruitment, whilst allowing consultants to focus on the core relationship-building and communication elements of the process.  

 

Working in harmony with automation

A recent report by Deloitte projected that 270,000 new jobs will be introduced in Switzerland by 2025 - the majority created by automation. The key takeaway is that AI technology doesn’t replace skilled professionals - rather, skilled hiring teams are needed to interpret the data that AI generates and add the personal touch. Though it’s still unclear to what extent recruitment will become automated, the role of the recruiter will remain an important one and will never be fully replaced by robots.

 

Stay ahead of the curve with Swisslinx

At Swisslinx, our international team of consultants make sure to keep stay ahead of the curve, despite operating in an ever-changing recruitment landscape. Our deep understanding of our core recruitment markets and considerate approach to communication means we provide a service that is unrivalled by any technology. Contact us to find out how we can tailor our approach to suit your businesses needs.

How a recruitment consultancy can add value in a new world

How a recruitment consultancy can add value in a new world The COVID-19 pandemic has completely changed how companies attract, recruit and retain new employees. Businesses around the globe have swiftly embraced remote working. While there are huge benefits of in-person meetings, it’s difficult to ignore that many businesses have thrived working remote. For recruitment consultancies in Switzerland, they’ve had to adapt to a new way of hiring. The recruitment industry has entered a new era defined by flexibility and the increasing use of technology. In a post-COVID world, recruitment consultants will be high in demand for their expertise, but the landscape has changed, paving the way for a range of challenges. So, how can recruiters continue to add value to clients and candidates? Dedicated, relevant expertise One of the major benefits of using a recruitment consultancy is that they provide staffing solutions for businesses across a range of different sectors, and they remain up-to-date with market trends, which includes recruiting during this challenging time. For example, at Swisslinx, we’re able to give our clients an overview of the market, helping them to plan their recruiting and ensure they only hire the best candidates. Right now, it’s all the more important that job specifications are in line with the market. Recruiters can provide consultancy around job specs, offer sector expertise and engage passive talent using platforms like LinkedIn. With businesses receiving a strong push into the world of virtual working, recruiters have been forced to provide their expertise virtually. This means recruitment consultancies, like Swisslinx, have been able to connect with people more efficiently and build strong and lasting relationships. Streamlined process There’s no doubt that COVID-19 has accelerated the rise of technology. With in-person contact limited, businesses will need to become more agile and innovate fast, to thrive in this competitive environment. However, the recruitment process can still be a long and daunting task for many businesses, despite the new tools available. One of the most desirable attributes of a recruitment consultancy is they can streamline the whole process, from CVs and interviews to talent community building. While the lack of in-person meetings with clients and candidates can be a challenge, video interviews can take place anywhere. In the future, there’s likely to be advanced recruitment tools to facilitate virtual meetings, so that all the information can be stored and analysed in one place. Hiring in a new world The current uncertainty around the employment landscape means that businesses will need to adopt a strategic mindset to attract the right type of candidates. One of the ways recruitment consultancies can add value in this area is by helping companies make their hiring much more targeted. Recruiting in a particular niche area has become essential in recent years, but with more candidates on the market, it’s much harder to find suitable candidates. At Swisslinx, we focus on recruitment markets such as financial services, technology, science and engineering across many sectors, which enables us to provide tailored solutions to our clients. There’s no doubt the future of recruitment will be more personalised and holistic and tailored to the specific needs of clients. Let Swisslinx help your business The pandemic has had a huge impact on the recruitment sector. At Swisslinx, we’ve always had a strong value proposition and an excellent track record of building excellent relationships with clients and candidates. As we progress through the year, our consultants will remain on hand to provide companies in Switzerland with the best recruitment expertise. Our team have years of experience in recruiting the most in-demand companies and we always take the time to understand the needs of every business. Contact us today if you need help finding the top candidates and take a further look at our insights page for more engaging articles.

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