In a recent article by Catapult Solutions Group CEO Patrick Burke for Staffing Industry Analysts’ Staffing Stream, the mainstream argument for automating certain parts of the recruiting process is laid bare: processes such as résumé screening, interview scheduling, and candidate communication—which some would consider merely administrative tasks—should be automated to better prioritize the job of the recruiter.
And we agree with this to a degree. Recruiters are stretched extremely thin as it is, so offloading certain parts of the role can provide balance and clarity to more intensive tasks.
However, it’s a bit worrisome to read just how eager and willing the industry is to label certain recruiting processes as “administrative”; is it suddenly more administrative to provide a human experience between an interviewer and interviewee? Is it merely administrative to pick up a phone or send a thoughtful email to a candidate or hire? And does the candidate get to choose whether he or she sends an “automated” version of themselves to the interview or job site?
There’s a double-standard at play here, and if we don’t push back and fight for genuine human interaction in the recruiting process—even those interactions now deemed simply administrative by nature—we stand to lose what sets truly great staffing agencies apart from automated behemoths: care and quality.
Burke argues the case for artificial intelligence and automation for a full six paragraphs before even mentioning the “human element”. This speaks volumes: twenty-first century staffing companies prioritize their time and their dollar at the expense of the candidate/prospect/employee experience.
To be clear, we recognize the importance of managing our time and our clients’ time. The difference is that the paradigm is shifting into dangerous waters with the increasing technological advancements available to the industry—and those waters are infested with lifeless bots and artificial empathy grabs. Why do we need this?
Give the article a read and come to your own conclusion. Here at Talent Management Professionals, we don’t shy away from automation where it makes sense—but we don’t replace people with algorithms and expect better results either. Candidates will never be treated any better by silicon than they will be by flesh-and-blood recruiters.
