Are we dehumanising 'Human' Resources in the recruitment process?
While technology has enabled significant advantages in managing information and faster, broader communication, our enthusiasm for embracing all things digital might actually be distancing us from the very audience we wish to engage; job seekers and even employers.
Without wallowing in nostalgia, it wasn't that long ago that job ads were published in the dailies and to apply, you picked up the phone and had an actual conversation, human to human. As job boards have gone online, vacancies reach a much wider audience in a fraction of the time, the method of application is almost always electronic.
While this presents numerous advantages to both the advertiser and candidates - it may well be marginalising those who have the required attributes, to resumes not meeting the criteria of the recipient. We're not just talking content; it could be format, length or conversely; brevity.
Going a step further, many companies have adopted screening software which undertakes a keyword search; rejecting (possibly very good) candidates who submit CV's that lack the desired word(s). So not only do candidates have one shot at presenting their suitability - they must also use the same 'language' (or jargon) as the business advertising the role. Unfair? Probably.
