More than ever, automated tools dominate many companies’ hiring processes. They can affect everything from the quality of the candidates you consider to how they feel about your company — and what they tell others about you.

 

“CareerArc’s 2016 State of the Candidate Experience survey found that nearly 60 percent of its 826 respondents said they had had a poor candidate experience,” writes Andre Lavoie for Entrepreneur. “Seventy-two percent shared that experience online or with someone directly.”

 

And, 85 percent of those CareerArc survey participants doubted a human reviewed their application.

 

Here are three ways to take advantage of today’s technology while still providing the human factor your candidates crave.

 

1. Choose your tools carefully

 

Create a strategy around what processes make most sense to automate.

 

“Technology is driving better, smarter HR processes, creating opportunities to breeze through the mundane tasks and focus on the strategic initiatives,” writes Brigette McInnis-Day for HR Online.

 

And, make sure you feel confident that the tools you use will give you reliable data.

 

“There’s worry candidates are being unfairly eliminated from the pool early due to … perhaps a flaw in the algorithm,” Rick Delgado writes for Business Solutions. “There’s also concern over applicants not being considered due to one set of criteria, while another set may show they have something valuable or special to offer the organization.”

 

Do your homework on which tools you’ll use and what processes they’ll govern.

 

2. Build in customization and clear communication

 

You don’t have to skip out on automation to give your candidates a good idea of what your organization stands for and what it’s like to work there. The recruiting section of your website is a great way to share this information.

 

“Post photos of the workplace (and) share employee testimonials,” Lavoie writes. “When showing job-seekers the human side of your office, add a call to action on the career site that encourages them to join the team.”

 

Include contact information for someone on your HR team who can answer questions or provide help.

 

And, use email templates to offer customized and consistent communication with all applicants.

 

“They want to be assured that their resume hasn’t fallen into the black hole of a company’s applicant-tracking system,” Lavoie writes. “Don’t leave them guessing.”

 

3. Know when to choose human contact over automation

 

Some situations call for human interaction.

 

“There are certain things that technology will not be able to replace,” McInnis-Day writes. “Those are the things we should start focusing on putting back into HR.”

 

For example, “always use person-to-person communication to qualify new requirements, discuss HR hiring challenges … and provide interview feedback to candidates,” advises recruiting firm Aerotek.

 

And, don’t forget to interaction in person as a search wraps up.
“Let candidates know immediately when they are eliminated or rejected, and when it comes time to offer the position, make a phone call,” Lavoie writes. ‘It’s the start of a long relationship, so personalize it and show them the human side of the company.”