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Is Robot Recruitment the answer?

By Amy King, Handpicked Society member

Did you know that 46% of newly-hired employees fail within 18 months? This figure is likely to worsen, as 85% of jobs that will exist in 2030 haven’t been invented yet. In this environment, building a recruitment process to attract the right talent, is tough. It’s become both a fascinating science and an art of its own. 

‘Recruitment-tech’ is providing hope for new, improved ways to recruit. In 2018, venture capitalists invested $600 million in recruiting software. New tools are emerging with innovations such as machine learning, AI, workflow, gamification, virtual reality, video interviewing and more. But, is Robot recruitment really the answer to poor recruitment success rates?

85% of 2030 jobs haven’t been invented

85% of 2030 jobs haven’t been invented

Whilst exciting, new tools don’t provide a ‘quick fix’ to a broken recruitment process. Worryingly, automating a broken process is likely to lead to greater damage that is hard to undo.

To transform recruitment performance, organisations need to get the core foundations of a recruitment process right, before jumping to a technology solution. Here are my 5 core principles of recruitment design:

1.     Anticipate your future

Recruitment must be connected with the strategic direction of the business. Understanding what great talent looks like today, isn’t enough. What excellence will look like in the future, is key. 

2.     Define your success

Too often we jump to tools we’ve used previously, such as psychometrics or benchmarks without really understanding their purpose. Firstly, identify what high performance looks like in your organisation. Then create objective, measurable success profiles, to ensure you select people who can thrive in your business. A psychologist or psychometric expert can help you choose the right tools to fit your needs. 

3.     Remove the friction

A well designed recruitment process removes the barriers, inconsistencies and inefficiencies to making a great hire. Understand what makes hiring easy or difficult in your organisation (for candidates, hiring managers and recruiters). Set clear standards for your recruitment, to deliver the right results, consistently. 

VCs invested $600 million in recruiting software in 2018

VCs invested $600 million in recruiting software in 2018

4.     Create an experience

Creating a hiring experience that engages people from the start is essential to getting recruitment right. It doesn’t take long for candidates to switch off from your process, if it isn’t well designed. The typical Fortune 500 company loses 9 out of 10 qualified applicants due to unwieldy and poorly designed recruitment processes. Your recruitment process is a brand experience and poor experience often leads to poor brand perception and even loss of business. Always start with the candidate journey. Consider how candidates will experience your brand, be communicated with, move through the process and how they will feel as they progress.

5.     Build your hiring capability

66% of hiring managers regret their interview-based hiring decisions. A mix of poor assessment design and human bias tends to lead us to make poor decisions. Investing in assessor skills and unconscious bias training, can dramatically increase success rates. 

In summary, process then tech

Reviewing and re-designing your recruitment process to meet these 5 core principles will help ensure that you’re hiring brilliant people, with high success rates. Once you are achieving that, you can gain further success and efficiency with new technology and innovation.

The sources used in this article were, Manchester Inc, Institute for the Future 2017, Crunchbase, Indeed survey and DDI

Amy King, Handpicked Society member

Amy King, Handpicked Society member

Amy King, Handpicked Society member

Amy is a business psychologist, recruitment expert, company Director and consultant. She has two psychology degrees, including a distinction in MSc Occupational & Organisational Psychology.

Amy is passionate about transforming the world of work, bringing together her experience and expertise of psychology, business & technology.  She has a track record, working with global FTSE 100 organisations to drive business outcomes through talent.

Much of her work has required large-scale programmes of work to be delivered. She uses her skills in managing change, building and co-ordinating teams to deliver results successfully. 

She openly admits to being ‘Being geeky’ and thrives on reading, learning & new technology.

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