Way back in the day, new technology meant another job board or the development of the candidate database.
But now, the growing use of technology and AI in recruitment is dramatically reshaping how employers find, engage with and hire talent. While it offers significant advantages, there are also some drawbacks to be aware of.
Let’s look at the positives first:
Faster Hiring Processes – where AI automated CV screening can shortlist candidates in seconds. And anything from chatbots for FAQs to interview scheduling tools significantly reduce time-to-hire.
Cost Efficiency – we are seeing cost reductions because of the shortening of hiring cycles and improved hiring decisions.
Enhanced Candidate Matching – AI-powered platforms are using algorithms to match candidates based on skills, experience, and culture fit more accurately than manual reviews.
Improved Candidate Experience – 24/7 chatbot support, timely updates, and personalised communication through automation is making the process smoother for candidates.
Better Use of Data & Insights – means recruiters can access data-driven insights (e.g., drop-off rates, top sourcing channels, DEI metrics) to continuously improve hiring strategies.
Reducing Unconscious Bias (if done right) – AI can help eliminate human bias in screening if trained correctly; evaluating candidates based on objective criteria like qualifications and skills.
But it isn’t all good news:
Risk of Bias if Algorithms are Flawed – if AI is trained on biased data (e.g., historical hiring patterns), it can perpetuate discrimination, particularly against underrepresented groups.
Over-Reliance on Automation – important human nuances, such as interpersonal skills and cultural fit may be missed in a fully automated process. And candidates may feel alienated if there’s no human touch.
Lack of Transparency – candidates often don’t understand how AI is evaluating them, leading to concerns around fairness and trust.
Technical Issues and Errors – poorly implemented systems may screen out good candidates due to formatting issues in CVs or keyword mismatches.
Candidate Frustration – bots or rigid application portals can frustrate applicants, especially when they feel like they’re “talking to a machine.”
Data Privacy Concerns – storing and processing large volumes of personal data raises questions around compliance, especially with GDPR in the UK and EU.
In our opinion:
We’ve always been great advocates of the effective use of technology in the hiring process. And without it we wouldn’t have delivered the hiring numbers, added value and cost efficiencies we have in case studies like our work with Amazon Flex in the UK.
But (and it’s a big but), the technology needs to be implemented ethically, transparently, and with human oversight to ensure fairness and maintain the human element in hiring. Larger organisations have the major hiring challenges and are therefore the greatest adopters of technology. But the Amazon story would never have been the success it is without what we call the fanatical human touch in interpreting what the tech tells us.
If you’re looking to enhance your technology and utilise it to improve your campaigns then talk to the experts, and we’ll tell you more. Contact us today or fill in this form for a FREE recruitment marketing audit.
