Kate Ross: When recruitment dehumanises

Kate Ross: Does electronic screening of job applications dehumanise the recruitment process? Photo / supplied

Opinion

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.

There is no doubt about it; electronic screening is a solution to the often unmanageable volumes of job applications some larger organisations have to deal with. But is it really the answer?

Engaging an external agency to undertake the screening process would solve the same issue - personalizing the process - after all, we are dealing with people.

From another perspective technology could be making the recruitment process more personalised. There is one product that allows the candidate to provide a one minute video on their suitability and explain first hand what why they could be suitable for that particular role.

Ideas such as this should be encouraged as if we don't effectively engage with top talent on a more personal basis they will go to competitors.

Kate Ross

Kate Ross is director of Kinetic Recruitment