- Candidate relationships
The recruitment process is often a candidate’s first introduction to an organisation, and creating a personal connection can influence a candidate’s decision to accept an offer. Humans are better suited to foster relationships, offer support, and provide a sense of belonging during the recruitment journey.
- Complex role requirements
Many job roles require not only specific skills, but also adaptability and problem-solving capabilities that may not be immediately evident in a CV. Human recruiters can explore these competencies through in-depth conversations during interviews and assess how candidates have navigated challenges in the past.
Hybrid approach?
Despite its limitations, the potential of AI in the recruitment process cannot be ignored and a hybrid approach is likely to evolve. AI can clearly handle the administrative burdens and data-heavy aspects of recruitment, allowing human recruiters to dedicate more time to activities that require personal touch and emotional intelligence.
In our view, human recruiters will remain essential in providing a deeper understanding of the company’s culture and values which play such an important part in recruitment. Humans also protect the ethical considerations at the heart of the process the process. However, by using AI, recruiters can hone an approach that is not only efficient and data-driven but also humane and sensitive to the complexities of human behaviour.
The interplay of technology and human expertise is therefore likely to define recruitment, enabling schools to harness the strengths of both in order to attract the best talent. The challenge lies in balancing these elements to create a recruitment process that is effective, efficient, and human-centred.