Recruiters Do Make Mistakes.

This is not just about recruiting the wrong candidate but errors in the recruitment and selection process. Errors can mean losing the best talent and can reflect poorly on the recruiting company’s brand image, so what are the common causes and how can they be overcome? There are numerous reasons for errors occurring and they range from poorly trained human resources staff to programming errors in automated recruitment hiring tools and systems.  



When inexperienced and junior human resources staff are given the task of performing resume sifting and conducting screening interviews mistakes are more likely to occur. It sometimes takes experience to identify good talent even if their resume is poor or their screening interview questions are not answered as required in a specified template. Junior staff may also be poorly trained which can often lead to mistakes too. 



If hiring tools and technology is being utilised to conduct sifting and screening the systems and processes are only as good as the people who have programmed them. It is not usual for online application forms to contain erroneous questions that candidates cannot complete leading to errors and applications that cannot be saved or submitted. This can leave the recruiting manager wondering why they have received no applications for an open role. Other errors can occur when there is a mix of junior staff involved and poor hiring tool technology leads to incorrect decisions at an early stage. An automated rejection email to a candidate followed by an invitation to the next stage interview is not uncommon and does not leave a good impression.  


Decision Validation.

It always pays to have a senior recruiting manager or human resources regularly check decisions made by junior staff and to verify decisions made by automated systems to ensure the correct decisions are being made. Managers should try completing the application process themselves to test and check the user experience. Checks should ensure that automated communications use the correct copy and are delivered as intended. As organisations move more towards technology hiring tools to speed up and help in the decision-making process it’s worth checking the latest tech that uses Artificial Intelligence (AI).                    


One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally. 


Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.