The current pandemic has resorted us to rely on technology in a bid to get on with our lives, whether for studying, working, socialising and even job searches. A knock on effect of this digital march is the adoption of Artificial Intelligence (AI). Particularly in the recruitment industry.
While it can be argued that technology has helped speed up online recruitment processes. In doing so, by eliminating human bias but, without proper vetting, these tools introduce subjectivity in the hiring process. In this post, we will highlight the pitfalls and potential risks of digital hiring, and what employers can do to get ahead of them.
Although quickly adopted, the sudden transition towards online recruitment did not come easy. According to an Addison Group’s report, only 56% of hiring managers have initiated an online hiring process during the pandemic. This indicates that switching from in-person interviews to online interviews is not as easy as it seems.
Lost in digitalization
One of the main pitfalls of hiring online is the interview itself. Indeed, online interviews are very different from in-person interviews. For one, it may be difficult for interviewers to perceive a job seeker’s enthusiasm through a screen. The physical disconnect between the candidate and interviewer may lag in terms of picking up non-verbal communication.
Besides, it can sometimes be harder to determine whether a candidate is a good fit for the company and vice versa.
Technological barriers between both parties may also occur, particularly if the candidate is not tech-savvy. For instance, a poor internet connection may hinder the recruiter and the interviewee from having a smooth conversation. In person, this challenge would never arise.
However, it’s important to note that job seekers should not be judged on such issues. A poor connection and limited IT skills should not alter an individual’s chances to impress a recruiter during the interview.
More unqualified candidates
When hiring someone online, recruiters may receive a high volume of responses due to the job listing open to almost anyone. Inevitably, this may result in the recruiter receiving applications from unqualified individuals. To limit the amount of unwanted applications, it is important to be specific when describing job duties and qualifications in a job listing. One way recruiters can do this is by creating a questionnaire to pre-vet applications.
Lack of preparation from the recruiter
We often hear about candidates showing up late for interviews. But some recruiters also fail to show up on time to interview. The lack of preparation and time management can throw off candidates during an interview. Recruiters can consider certain allowances for working from home, but making candidates aware of this ahead of interviews helps remove any surprises ahead of time.
These issues should not be overlooked. Indeed, not taking the time to process and fix technical difficulties beforehand may hinder a smooth hiring process. If you are yet to get the hang of online recruitment, join our Global Virtual Fair.
Overall, while digital hiring offers its advantages, recruiters should be aware of what to do and what not to do to keep the interview process running as smooth as possible By being aware of the potential pitfalls and practices to avoid, digital hiring can be a pleasant process for both the recruiters and candidates.