Recruitment has come a long way within the past couple of decades. As our technology within networking and computers has increased, recruitment has been following suit and adapting with the changes. Now recruitment is mainly done within the digital world. With candidates applying for potential positions within the comfort of their own homes. This has been a great transition and destination for recruitment overall; however, there are times where we can focus too heavily within the digital landscape of recruitment, and end up neglecting the main focal point of recruitment. Us as human beings. The human element of recruitment can be forgotten about within todays world. So we believe it’s within all of our best interests to focus on this today, and remind people about the human behind the CV.
This isn’t just the case for recruitment, but can be found in everyday life. The fact we’re able to reach out to one another from across the globe is astounding. However, this ease of communication has also left people apathetic to meeting in person. We are social creatures by nature, but communication from behind the screen has proven to not be enough to stimulate our social needs. What we really crave is face to face interactions with our peers. Now, by the time I’m writing this blog, face to face meetings are prohibited due to Covid-19 and the lockdown we in to keep us all safe. But this issue has been on the rise since before the pandemic surfaced.
The positives of the digital world
Now of course, this goes both ways. Digital communication is a fantastic tool when meeting F2F isn’t strictly necessary. If there’s a meeting you need to attend across the country, digital communication can let you take part in this meeting from the comfort of your own home or office. Meaning you won’t need to needlessly waste money on potential traffic and hotel costs. It has made our quality of life increase dramatically; but of course it is a fine line we need to find and balance between digital and F2F.
This also applies to recruitment. Digital recruitment has improved by leaps and bounds within the new millennium; allowing us to automate the vast majority of applications that come through, calculating various metrics behind the scenes, and generally cut off most of the fat built up by recruitment over the years. The efficiency of this process is remarkable, and it will only get more efficient with the new technologies that will inevitably be released. However, it is easy to get swept up in the current of productivity that digital recruitment brings to the table.
The human element of recruitment
When recruiting, it is always important to remember the common, yet unique factor between the various applications you’ll receive. All your candidates will each have their own unique personalities, backgrounds, hobbies, loves, fears, regrets… The list goes on. Sometimes when dealing with recruitment we tackle it within a certain mindset that focuses on facts, figures, and data. But there’s plenty that this data can’t pick up on. It’s all well and good that digital recruitment can look into qualifications, past work experiences, relevant skills etc, but it can only give an estimation on how well a potential candidate will fit into your team. Whether their approach to work will cooperate in harmony with your current employees, or if it will sow discontent within your team. The only way to get a good sense of this is to conduct thorough interviews and chances to speak face to face.
Using imployable to consider the human
Our company is aware to always keep the individual in mind when it comes to recruiting. That’s why we’ve implemented a video CV feature within our app. Letting any candidate record themselves, in a matter they see fit. Detailing about their qualifications, experiences, and personal lives. We’re proud of this feature as it allows our users to be much more creative, rather than just using a preformatted digital CV. It also makes the application much more personal. In a general sense, when you’re considering applications and checking CVs, you’re just reading faceless documents. These can create a complete disconnect from the applicant in question. When dealing with a video CV, you gain an insight on how this person presents themselves, how they communicate, their general mannerisms, and even perhaps their sense of humour. Which in turns gives you more insight on how they’ll fit in within your team.
If you’re happy with a candidates application, and want to invite them for an interview; you can simply drag them to the ‘invite to interview’ section of your account. From there it’ll give them a notification and you can openly direct message each other, to gain a better understanding before the formal interview. We believe more dialogue should take place between the employers and employees before hiring. Then both parties can gain a small insight into the potential relationship of working with one another.
So despite all the benefits that come within the digital world, they can overshadow our needs as human beings. The new technology that’s being released day by day, is very exciting. However, when he fail to acknowledge our needs, it can have a negative effect on our overall mental health. So the main take away from this blog, would be to try to slow down when in the world of automation and recruitment. Try to build more of a chemistry between any potential recruits and keep communication open. That way they know they aren’t just enough number within the recruitment machine. That’s why we believe the human element of recruitment to be an increadibly important topic.