An effective recruitment process involves more than just matching resumes and job descriptions. Staffing agencies can achieve better results by accounting for the human element — the personal and relational qualities that can’t always be defined through algorithms and automation.

Here’s why the human element matters and how to ensure that your recruiting process takes a person-centric approach.

Why the Human Element Matters

According to a survey by the Society of Human Resource Management, roughly 25% of businesses use artificial intelligence (AI) to guide their recruitment efforts. Among large employers (with 5,000 or more employees), that number climbs to 42%. The use of AI is suspected to grow as technology advances and employers seek more efficient ways to deal with the talent shortage.

But here’s the question no one is asking: What are employers and staffing agencies missing by relying so heavily on AI and automation? Technology can streamline the process and even help you connect to a wider geographic network, but here’s why the human element remains critical when recruiting and matching talent.

Relational Intelligence

Business leaders may boast of “data-driven decisions,” but data can never replace the need for emotional intelligence and the ability to form strong relationships.

Assessing a candidate’s “relational intelligence” — their ability to form connections and communicate with others — can be crucial in work environments that demand creativity and collaboration. Paying attention to these qualities can help recruiters identify top-quality candidates who bring more to the table than a set of technical skills.

Alignment With Company Culture

Both employers and employees are taking a greater interest in workplace culture. How well do a candidate’s beliefs or behavior align with the company’s core values? This question isn’t easily answered through automated tools, yet it can make or break the candidate experience and impact retention rates.

While technology can narrow your applicant pool, recruiters should take the time to determine how well a candidate aligns with the company’s fundamental culture.

Employee Engagement

Put yourself in the candidate’s shoes for a moment. How engaged would you feel if your interviewer seemed more focused on completing a checklist than actually connecting with you?

Again, technology can narrow the field of candidates to a select few, but there’s value in slowing down during the interview process. Employees who feel valued and heard during an interview may feel more strongly engaged during their time at the company.

Adapting to a Changing Job Market

The U.S. job market is constantly changing. Job seekers bring an evolving set of expectations regarding compensation, benefits, and flexible work hours. Recruiters, therefore, need to rely on their own experience and intuition to make decisions about potential candidates.

By staying up to date on hiring trends and the state of the labor market, employers can ensure that their brand remains relevant in the eyes of today’s job seekers.

How to Implement a People-Centric Recruitment Process

Given the significance of the human element in hiring new staff, how can employers and staffing agencies pursue a more people-centric approach to recruitment?

Use Automation to Narrow the Field

Obviously, few business leaders have the bandwidth to sift through the sheer volume of resumes they receive. Automation can be an important ally, helping to screen out candidates who don’t meet criteria and highlighting potential matches. But only use technology to narrow the field. Once you have a smaller candidate pool, you’re ready to give the process greater focus.

Focus on the Interviewing Process

A results-oriented approach doesn’t have to eliminate the human element. Automated tools will allow you to quickly narrow your field of candidates, but the time you save should be reinvested in a thorough, personalized vetting process. If you’re still overwhelmed, partner with a staffing agency. They can help you narrow the field and pre-screen while still helping you build personal connections.

Think Strategically About Onboarding

There’s often a gap between the job offer and the candidate’s first day. Make sure to fill that gap with a strategic onboarding process that keeps candidates engaged and excited about their new role. Human resources recruiters can follow up later to determine how well the candidate is adapting to their new role and what can be improved in the future.

Understanding the Human Element

Companies thrive on data, but technology should only lead to stronger relationships. Adopting these strategies can enhance the recruitment process and lead to happier, more engaged employees.