What hiring managers should know about HR tech
What hiring managers should know about HR tech

Talent acquisition and management software have revolutionized how companies process job applications, screen potential hires and prioritize their recruitment efforts, but intuitive HR technologies aren't perfect. Onboarding the best candidates often requires a healthy amount of human interaction, as AI-driven applications do not yet possess the discernment or decision-making capabilities of seasoned HR managers. Considering the average cost-per-hire for companies stands around $4,129, according to a study from the Society for Human Resource Management, it's crucial to recruit the right person on the first go-around.

Relying too heavily on automated tools can lead to missed hiring opportunities, which is why many employers rely on the experience of talent acquisition professionals who are able to identify nuances in a candidate's resume. The best way to build an exceptional workforce is to utilize a hybrid recruitment model that consolidates data analytics and human insight, but striking the perfect balance can be challenging. If you're looking to optimize your hiring practices, be sure to keep these HR tech limitations in mind:

Keywords aren't everything
The issue with passive employment screening is that keywords alone cannot build a complete picture of an applicant's true qualifications. Predictive algorithms may be able to match specific terms and phrases included in a candidate's resume to those listed in the job posting, but they cannot verify whether the terms are used correctly. Job seekers who understand how automated application systems work can increase their chances of a callback by simply copying and pasting keywords, rather than taking the time to flesh out their skills and relevant work experience.

Soft skills are another problem area for machine-driven recruitment tools, as AI technologies tend to be less adept at evaluating qualitative or abstract characteristics. Experienced hiring managers often assess applicants' core personality traits through remote or in-person interviews, but candidates must first make the shortlist to reach that stage of the hiring process. Positions that demand specific hard skills or technical competencies may not require as much human oversight, but customer service roles can be hard to fill without considering candidates' soft skills.

Hiring manager stacking employee blocksBuilding a strong workforce starts with hiring the right talent for the right role.

Hiring trends can be misleading
As new technologies continue to transform modern workflows, hiring trends will become a less reliable source of actionable insight for recruitment professionals. Deepak Agrawal, contributing writer for Entrepreneur, pointed out that all hiring projections based on historical trends are only valid if the environmental variables of the past remain consistent in the years to come. With companies in every employment sector embracing machine learning and data analytics, it seems unlikely that today's recruitment trends will align with the workforce demands of the future. AI's ability to create accurate lists of potential candidates from thousands of applications can help hiring managers fill placements faster than ever before, but staffing for the long term requires both foresight and attention to detail.

Talent assessment isn't a default feature
While recruitment platforms often provide useful filtering capabilities that can help hiring managers streamline the application process, most do not offer dynamic testing features. Pre-employment tests are an invaluable resource for measuring applicants' skills and abilities, especially for complex topics that recruiters may be unfamiliar with. For example, filling a financial analyst role that requires Microsoft Excel expertise can be difficult for hiring managers that do not have any formal experience with the software, but onboarding the wrong employee can cost your company thousands.

Talent assessment tools can also evaluate many of the abstract concepts that traditional AI-driven applications cannot, including cognitive ability, behavioral characteristics and leadership potential.
Hiring mistakes can significantly impact your company's bottom line, but the right tools in the right hands can make a world of difference.

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