Debunking Myths about Recruiting Technology

June 3, 20211:23 pm2118 views
Debunking Myths about Recruiting Technology
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The rise of the internet has enabled employers and employees to meet virtually. With the tech recruiting evolved, so did the sort of folklore surrounding it. Through whispers and hushed tones across offices and interest, oftentimes myths slowly become recognised as truth, despite any proof and shared experience. Psychologist David Rapp explained in his study that people encode inaccurate statements into memory because it is easier than critically evaluating and analysing what they have heard. Later, the incorrect information is recalled first as it is less work to retrieve recently presented material. That is why individuals tend to think they can rely on misinformation even though the information is not entirely true. 

Rapp also cited that to stop relying on misinformation when accurate and inaccurate information is mixed together is even more difficult. For example, the Internet has become a place where information is shared and absorbed by Internet users. Oftentimes, these Internet users take for granted what they find truthful and reliable. For many audiences, navigating the news media landscape is harder than ever before, and has led to consumers around the globe actively avoiding the news altogether. 

In fact, we have been bombarded with tons of information nearly every second. And it becomes more difficult to critically evaluate all of the information we absorb. Oftentimes, we, as users, assume sources are already reliable, thus we rely on them and do not attempt to critically evaluate everything because it sounds arduous and difficult. 

See also: 3 Recruitment Disciplines HR Need to Review 

As we live in the era of technology and information, bad actors often target technology to be their new tools to spread misinformation in the form of myth. Some of them are: 

Myth #1: Posting jobs online means having a larger base of applicants thus, increasing the probability of hiring the right man for the job.

Truth: While it is true that you are widening your exposure to the job market, both local and worldwide, it does not guarantee exposing your company to the right crowd. There are many lunatics out there who could stumble on your job posting and apply for the job. This will only pile up the resumes of an unqualified person on your desk. Posting on specific areas like a campus bulletin board of reputable universities will make your man-hunting so much easier.

Myth #2: Social media accounts like Facebook, LinkedIn, and Twitter do not brand the person.

Truth: This might be true to some but; most social media users reveal their real sentiments, activities and interests in these places. If you want to get to know your applicant up close and personal, you will find the answers on his social media pages. Also, if your business is in marketing and online selling, you can easily assess your applicant if he is fit for the job.

Myth #3: Online recruitment is cheaper than the conventional means of recruitment.

Truth: There is some truth in this statement. However, if you do not properly profile your applicant and just hire him online without properly conducting the right hiring procedures, your operational cost might defeat the savings you got during the hiring process.

Myth #4: Technology is the do-all and be-all of any recruitment process.

Truth: No, technology cannot do everything. There is a big difference between relying on online hiring and having to meet the applicant in person. Employing both will give a more productive result than just immediately hiring a person who passed an online assessment test.

Myth #5: Technology can tell if the applicant is qualified for the position or not. This is by asking a series of significant questions for the job.

Truth: Yes, online examinations can ask questions but they will only generate the answers the recruiter would want to get. Unlike in a face-to-face job interview, the body language easily gives away the real feeling of the applicant in the questioning process. With an actual interview, the intent and personality of the applicant are easily uncovered.

Myth #6: Tech recruiting is a one-time task – once it is completed, your work is done. 

Truth: Tech recruiting is and needs to be an ongoing process. Not only tech roles, but all roles also require an ongoing process. The second you manage to staff your candidates fully, someone will inevitably jump ship. It is the law of the recruitment universe. Thus, before you get too comfortable resting upon your tech recruiter laurels, keep your forward momentum and focus on those top-of-funnel activities. 

Myth #7: AI will soon replace recruiters 

Truth: AI and other recruiting automation have been widely adopted by companies. They are more efficient and less time-consuming. But with AI concepts and automated software becoming more common, HR professionals are certainly not immune to this fear. Although technology is becoming more reliable, the reality of AI completely replacing recruiters is near impossible. Effective communication and emotional intelligence are always going to be essential components of the recruitment process. 

Myth #8: AI recruitment tools are overly complicated to use and expensive. 

Truth: AI has been seamlessly integrated into a wide range of user-friendly recruitment platforms. And AI is not merely just a tool, some super-smart humans have worked hard to ensure that it can be deployed easily for your recruitment needs. On this note, if you want to start using AI for your recruitment, make sure you choose the most convenient recruiting tool providers out there. 

These are only several myths surrounding recruiting technology. There might still be over-pronounced recruiting technology myths out there. One thing to remember is that the application of technology cannot serve its purpose without human intervention, thus rather than fearing it, ensure your employees are skilled enough to follow the trends. 

Read also: How IT Recruitment is Different from Non-IT Recruitment 

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