HR Tech Changed the Hiring Game. Are You Still Winning?

HR Technology had already changed the game for recruiting and hiring well before pandemic life had become our regular lifestyle. Now that COVID-19 has upended almost everything we knew about employer/candidate relationships, though, it may be time to evaluate some processes to ensure they’re working in everyone’s best interests.

Resume Reviews via ATS

Candidate Tracking Systems (ATSs) have allowed hiring managers to streamline their resume review processes to the nth degree. By giving artificial intelligence the bulk of the busy work required to screen job candidates for the skills needed to do the job, we’ve been able to reduce workloads significantly. But, on the flipside, ATSs can also cast aside highly qualified candidates who might not be as savvy about writing AI-friendly resumes.

It’s more important than ever for recruiters to understand the caveats of ATS systems and the limitations of using AI for hiring. As more employees are encouraged to apply for remote opportunities, and hiring processes can’t include in-person interviews, it’s important that your ATS system be a trusted employee that aligns with hiring laws and the personality of your workplace.

Sure, video interviews are a stop-gap, but it can still be difficult to feel a real connection through a digital feed. If an interviewer or interviewee – or both – are uncomfortable on camera, or just not practiced in projecting their needs and talents through the screen, video interviews can’t do all the heavy lifting for replacing a warm and welcoming in-person interview experience in the office.

It’s certainly okay for hiring managers to lean on ATSs! Using them successfully just requires a new balancing act. HR needs to draw on their humanity and set up candidates for success by providing resources to help them understand what their ATS is looking for and communicating clearly what they seek to fulfill a role. A little human touch from the very beginning of the process will help candidates feel more relaxed from the get-go all the way through to the video interview – and hopefully beyond.

Experienced HR Partners With a Human Touch

ClearStar has spent more than 25 years developing HR technology solutions for the digital age and now provides tools to assist employers with background screening, data security, drug screening, and more. Ask ClearStar how our proprietary technology and unmatched candidate care can help your team secure the best and the brightest employees.

At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.