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Overly Automated Hiring Process Leaves 54 Percent Job Seekers FrustratedManagement OUTSOURCE RECRUIT Resource RETAIN November 16, 2017
Automation has become the latest must-have technology that transforms the way organisations around the world conduct their business. Be it using ATS (Applicant Tracking System) or chat bot, human resources professionals have also turned their attention to adopt automation that will help boost their recruitment process while keeping the efficiency.
However, despite the good intention, it seems that the attempts to automate hiring process has failed to impress prospective job seekers across the board.
Latest survey conducted by HR consulting firm Randstad in September 2017 found that the majority of jobseekers in Singapore, Hong Kong and Malaysia have been frustrated with automation in their job hunting. According to the findings, more than half job seekers (54 percent) said that the lack of personal touch has made their job search experiences frustrating.
When it comes to the reasons behind this sentiment, 49 percent of 2,000 respondents across Singapore, Hong Kong and Malaysia felt that the job search has been made more impersonal by technology, while the other 42 percent felt that online job applications actually get fewer responses from the employer.
These figures illustrate how job seekers perceive that sophisticated technology such as automation is actually not much of help in their job search. Instead, it often comes as a hindrance that reduce their prospects at jobs that they might have interest in.
Interestingly, despite the discouraging findings, candidates participated in the survey said that they want technology to enhance their experience, provided that hiring managers or recruiters still focus on the human connection.
Regarding to this matter, Managing Director for Randstad Singapore, Hong Kong and Malaysia, Michael Smith noted, “These latest research findings are a timely reminder that organisations must take great care in the implementation of new innovative technologies in their recruitment processes. A failure to do so may result in the damaging of their employer brands, hindering their ability to attract and retain the best talent.”
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