AI has quickly become a buzzword across nearly all industries and use cases. Many organizations are in an investment frenzy, eager to jump on the AI bandwagon to increase efficiency.
Attempting to find the right balance between AI, automation and personal interaction raises important questions about job seekers’ attitudes towards hiring technologies. Examining these attitudes can offer valuable insights for employers aiming to hire the best workers.
In Aerotek’s most recent Job Seeker Survey, we asked recent applicants about the impact of technology, AI and automation on their job search and their experiences during the hiring process. While respondents prefer personal interaction, they are open-minded about elements of automation within the hiring process.
Job Seekers’ Attitudes Towards Hiring Automation
A considerable 68 percent of respondents feel that technology cannot fully substitute for personal interaction, and 72 percent believe that personal engagement is essential. This preference for a human touch validates the importance for employers to analyze which processes and touchpoints benefit most from automation, while using it to harmonize their people and processes.
Personal Interaction Helps Employers and Job Seekers
More than one in three, 36 percent to be exact, job seekers say they received a job offer without ever interacting with a hiring manager or recruiter. That might sound great for reducing speed-to-hire, but when you remove human interaction from the process, you lose a few opportunities. Personal interaction is an important part of building trust and establishing connection during the hiring process. Human-to-human engagement offers candidates an opportunity to showcase their character and aspirations, ask questions, and gain a deeper understanding of the company culture and values. Furthermore, personal interactions allow for nuanced communication, enabling job seekers to express their enthusiasm and demonstrate soft skills.
A personalized approach not only enhances the candidate’s experience but can also strengthen the employer’s brand reputation. The hiring process shapes an applicant’s view of the company and offers a preview of the employee experience — critically important in not just attracting but also retaining top talent.
When Employers Should Use Automation in the Hiring Process
So where do job seekers welcome automation? According to our survey, job seekers prefer less personal interaction during the early stages of the job search and initial screening. Employers increasingly rely on automation for preemployment assessments and communications, which has given applicants experience with these systems.
Having personal interaction is most valued when job seekers are applying, interviewing, and, to a lesser extent, when discussing other job opportunities. Nearly 75 percent of survey respondents stated they prefer human interaction during these stages.
Striking the right balance between human interaction and automation is crucial in the hiring process. By combining meaningful personal engagement with the benefits of automation at the right moments, companies can create a transparent, responsive and satisfying hiring journey for candidates — improving the candidate experience while also boosting the overall efficiency of the recruitment process.
Luke Zauhar is Vice President of Operations at Aerotek.