It seems as though with so many digital and automated processes available, many once valuable individualized roles are becoming computerized. And in many environments, employees are being forced to take a hard look at their jobs to reexamine their value, identify their key strengths, and essentially define their careers in terms of what still requires the human touch. Recruiters have also had to come to terms with these issues, but rest assured, their recruiting jobs are still very much dependent on variables no machines can possibly replicate.
Some recruiters may fear the introduction of digital capabilities as evidence they will no longer be necessary for their role. But the fact is nothing could be further from the truth. These digital tools are designed to be supplemental aids in the recruiting process rather than replacements. Allowing recruiting teams to streamline their HR operations and build stronger onboarding programs, implement more targeted sourcing strategies, and identify potentially appropriate (and inappropriate) candidates faster allows them to do their jobs more easily.
But no digital tool can replace the incomparable human instinct of a well-trained and experienced recruiter. Just like a pile of resumes need someone to read them to see which candidates are worth bringing in the door to justify interruptions in workflow and management time, digital recruiting processes encourage the recruiter to make decisions based on those very intangible nonverbal communications and other clues as to who is potentially a candidate. But the recruiter does that before having to waste precious time trying to schedule mutually convenient interviews for multiple people who may or may not end up being qualified.
Digital interviews streamline the recruiting process because recruiters can now focus only on highly qualified candidates based on their own review of one-way or participation in live video interviews. Rather than viewing these recruiting tools as a threat to their roles, recruiters should consider these as valuable tools in their toolbox. A digital measuring tape may seem new and strange at first, but once used, it still helps a worker measure distance. Only it helps them in a way that is easier. Digital recruiting tools are the same type of assistive technology – but their value is only present when used by the right people with the experience and skill to find the right candidates.