Candidate/End-User Experience, Part 3: We Can Have the Best of Both Worlds

Thanks for joining us as we explore the topic “Can there be too much Automation in the Recruitment Process.” So far in this four-part series, we’ve discussed the recruitment approach for organizations and how to gain efficiencies in the process. Now, in this third post, it’s time to talk about the candidate.

When our subject matter experts examined the candidate experience and automation, they overwhelmingly agreed on the need to keep the candidate central throughout the process. This can be accomplished by modeling technology to suit, understanding reactions to automated processes, maintaining the human touch and ultimately creating a positive automated process.

Should we model technology to suit different candidate populations?

No matter who you are or where you are, technology is becoming more, not less, a part of everyday life. And the users of these platforms represent a wide range of demographics, interests, and ages.

To easily interact with candidate populations, we must consider their environments and how they navigate the technology ecosystems where they live and work. From there we need to identify technologies that fit the purpose (what are we trying to achieve?) and the user setting (who are we seeking to connect with?).

If the candidate experience throughout the process is simple, intuitive, and effective, then age and technical skills should not matter.

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How do candidates tend to react to an automated application process?

“That depends on the candidate. But for the most part, they react well,” according to Melissa Lima, Senior Technology Relationship Consultant. In doing so though, “the application process needs to be tailored to the professions of said candidates in question. For example, a foreman at a utility may not react as favorably to an automated process as a business analyst or IT developer.”

Regardless of profession/position type, some candidates may even prefer an automated application process, especially when it offers flexibility and mobile phone accessibility, which makes it easier and more convenient to apply for positions. Some of our clients see mobile device traffic as high as 72% of the monthly visitors to their career sites. According to Pew Research, 15% of the 18 to 29-year-old population in the United States are dependent upon a smart phone.

In some cases, an automated process is more efficient especially when we expect a lot of applications (students, new grads, etc.) whereas, with some positions (and some organizations as the process must align with culture), we may focus more on an individual approach. Some candidates also respond more positively to unexpected and non-traditional ways of recruitment while others will not want to communicate with a machine without any contact from a human and will resign from applying.

Please join us for our next blog in the series: Can Automation Drive Efficiency Gains Without Losing the Human Touch?

MORE: Tailoring the Recruitment Approach with Automation: Identifying Opportunities

Mike Drolet

Mike Drolet
Mike Drolet is COO of Pontoon, the global HR outsourcing brand for Adecco Group.

Mike Drolet
Mike Drolet is COO of Pontoon, the global HR outsourcing brand for Adecco Group.

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