Hiring the right people is an essential part of successfully running any business. That’s why using a specialist recruitment agency can be so beneficial.

For IT recruitment, it is vital to find the right people with the relevant experience and qualifications to fill a role. Software may promise to make the process easier and quicker, but does it achieve the same level of success as recruiters who have accredited knowledge and success?

Right now, there is a considerable increase in the use of technology and automation in the recruitment process. It’s about time we look more deeply into recruitment automation software pros and cons.

The software’s ability to filter through an enormous number of CVs means that it can reject all the unqualified candidates at the outset. Clever use of algorithms that can discard all inappropriate candidates can be one of the most timesaving aspects of automation. 

A good recruitment agency will have built an extensive database of skilled candidates. It can be a mammoth task to sort through them all, especially where many will have multiple avenues of experience. Letting an algorithm condense the pool takes away some of the initial groundwork. For example, the use of Virtual Recruitment Assistants provide smarter screening, filtering and prioritisation when it comes to separating applicants into specific categories required for the job role. Recruiters can then focus their attention on the remaining candidates who have met the essential criteria and use their practised judgement to put forward the best suited candidates for interview. Automation could undoubtedly improve the efficiency of the recruiting process.

Automating the administrative side of recruiting makes it possible to free up recruiters time to concentrate on higher-value tasks. If the software takes care of tasks like notifying candidates and scheduling interviews, it leaves more time for other aspects of the recruiter’s role. Since building relationships and making connections is a vital part of successful recruitment, it is a huge benefit to use software that increases the amount of time available for this aspect of recruitment.

Recruiting software allows users to retrieve candidate files easily and track the progress of applications. It certainly eliminates the possibility of losing any information.

The software can be beneficial as it allows for encryption to protect personal information by conforming to GDPR. Automation can also improve the workflow by reducing the recruitment cycle thanks to the information, updates, and comments added to the system.

One of the hardest parts of the process for candidates is waiting to hear how they are doing, particularly if they have applied for more than one vacancy. Since recruitment software speeds up the initial process and keeps track of progress, it is easier for candidates to be kept well informed and even have access to the system to check for themselves.

Since filtering potential candidates for suitability is based on a strict list of criteria, the software may pass over someone who has skills that could benefit an employer. So, a person who does not have a certification but has many years of experience could be rejected by the filtering system.

Automation could reject a candidate who brings a wider skillset to the table in industries where requirements are complex and varied. Recruitment software often filters out perfectly valid candidates, software isn’t always aware of the different titles and abbreviations that represent the same role – this means that they often miss out on qualified candidates. Recruiters are better at picking this up, and they are aware of every job title variation.

Avoiding unconscious bias in the recruitment process involves a great deal of understanding of the unintentional discrimination difficulties that can be attached to different descriptors. With AI, this means ensuring that specific keywords are not favoured, leading to a lack of diversity.

Quality Compliance Systems stresses the importance of humans taking time to review decisions to ensure that all aspects of equality are considered. Since the initial programmer is the primary influence on AI, any biases can be intensified during the filtering process.

It is possible that software could reject excellent candidates due to formatting issues with their CV or application. If recruiters do not pick this up, they could miss out on interviewing someone who would have been perfect. In essence, the software is only reliable if recruiters check it often and deal with problems quickly.

Since keywords will drive the software filtering system, it could be possible for shrewd candidates to play the system and build effective keywords into their CVs.

On the other hand, some other applicants may miss out on essential keywords and yet possess all the criteria required, just with different descriptors. Narrow criteria will reject candidates who use different words or have issues with spelling even though they may be the best person for the role.

In recruitment systems that include a chatbot, candidates will have an initial assessment conducted by AI that can classify responses based on metrics and data. Chatbots are an efficient way to collect information in real-time, with Forbes suggesting that it can greatly enhance and speed up the process.

However, Valoria found that 82% of candidates interviewed by a chatbot report that the process is impersonal and often frustrating. It is certainly true that candidates like to feel valued by recruiters and build a relationship with someone who can support them in their career progression.

Recruitment software can ideally make some aspects of the recruitment process more efficient, especially regarding storing information and tracking processes. As a replacement for experienced professional recruiters, it is limited in what it can achieve.

Successful recruitment is about building great relationships with both clients and candidates. By making these connections, recruiters can act as consultants who have a broad understanding of the sector and match talent with employers to help businesses thrive.

It can be argued that even with its limitations, recruitment automation software could lead to better quality recruitment where time is freed up for recruitment consultants to evaluate candidates more thoroughly and make better recommendations to their clients.

IT recruitment relies on knowledge and understanding of clients’ needs, with staff often required at short notice to complete a project. Recruitment software as an enhancement rather than a replacement seems to be the fundamental solution.  

Written by Lucid Support

Lucid is an award winning, well established, reliable and trusted IT Employment Services and IT Project Delivery provider throughout the UK. To keep up to date on all things technology and recruitment trends, follow us on LinkedIn or head over to our website: www.lucid-support.com.