The job market is painfully laborious for both employers and employees. Employers are drowning in a sea of applications, trying to sort through candidates using AI-powered tools that often fail to capture the full picture. On the other side, job seekers are stuck submitting applications through impersonal online systems, wondering if anyone will actually take the time to understand what they can really offer. It’s a frustrating process for both sides.
Imagine a brilliant candidate who doesn’t perfectly write their CV but has the exact skills you need—if you’re just scanning for keywords, that person might never make it to your attention.
A recent job seeker raised a great point, asking how employers can ensure they’re getting the best candidates if no one is taking the time to actually speak with applicants. It’s a valid question, especially in a world where job applications are mostly digital, and the human touch is often left out in the early stages of the process. Even with the smartest and most efficient HR teams to review the output from the ATS or the entire volume in their inbox, they’re unlikely to have the knowledge or expertise to validate every applicant’s suitability for a wide range of job roles. As a side note – the hiring manager plays an essential role at this critical juncture, he/she must ensure that they give the HR or the recruiter their time to provide them with a clear understanding of what they’re looking for in a new hire, crucial to the outcome.
Part of the solution is using a recruitment agency—of course, we’re biased here, but hear us out, this is where recruitment agencies truly shine. We keep our emphasis on that essential human element—reading between the lines of a CV, picking up the phone, and asking the right questions. That’s the kind of insight no algorithm can replicate.
Here’s something to consider:
- The sheer volume of applications received, paired with the limited time recruiters have to review them, often results in a reliance on AI-powered Applicant Tracking Systems (ATS). While these systems help streamline the hiring process, they also have flaws that can lead to overlooking potentially great candidates, believe us, even our own ‘AI’ powered ATS, one of the best on the market, isn’t as accurate in its abilities – simply, the tech isn’t quite there in the market…yet!
The Problem with AI-Based Screening
Many ATS tools use keyword scanning to identify candidates who are a good fit based on their CVs. But this approach has significant limitations. Candidates have learned how to manipulate these systems, often mirroring job descriptions in their CV’s to get a high match percentage. This creates a false sense of suitability for the role, while highly qualified candidates who lack the skill to tailor their CVs may be left behind.
As one job seeker recently shared:
“Almost all of my applications have been submitted online, through social media platforms or established job search websites. These non-human mediated processes offer no opportunity to distinguish oneself through personal expression. How can recruiters ensure they have the right candidates if they don’t take the time to speak with applicants?”
This feedback highlights a critical flaw in over-relying on technology alone for hiring decisions.
Why Human Involvement is Essential
Recruitment agencies that prioritize human interaction—through CV reviews, direct phone calls, and screening interviews—add considerable value to the hiring process. Here’s how:
- Depth of Understanding: Experienced recruiters are skilled at digging beneath the surface of a CV. A candidate may not perfectly match the written job description, but a recruiter can extract valuable insights through a conversation that might not be obvious on paper.
- Access to Passive Candidates: Recruiters have large networks and relationships with passive candidates who aren’t actively applying but might be the perfect fit for the role. Job boards can’t tap into this talent pool effectively.
- Personalized Shortlisting: A recruitment agency doesn’t just scan for keywords. They take time to understand both the candidate’s capabilities and the employer’s specific needs through in-depth discussions. This creates a highly personalized shortlist where both sides are aligned.
- Client-Consultant Relationship: Through an initial intake call, recruiters ensure they are fully aligned with the client’s expectations. This process builds trust and ensures that when the shortlist arrives, the client can be confident that only the right fit candidates have made the cut.
The Risk of Missing the “Right” Candidate
One of the most significant risks of over-relying on AI-based screening is missing candidates who are capable but not skilled at selling themselves. As the job seeker’s feedback suggests, candidates who are confident in their abilities but struggle with self-promotion are often overlooked in the digital-first job market.
However, an experienced recruiter knows when a candidate’s CV doesn’t tell the full story. Through a phone call, they can identify strengths, ask follow-up questions, and determine whether someone is the right fit, even if the CV is underwhelming. This human element ensures that the right fit candidates are not missed due to rigid algorithmic processes. And, any good, professional recruiter will be sharing their screening notes with you, adding further value.
Why Employers Should Consider Recruitment Agencies
Given the complexity of the current job market, outsourcing the recruitment process to agencies provides added value. Not only do recruitment professionals save employers time by handling CV reviews and screening interviews, but they also bring specialized expertise in sourcing and identifying candidates through many channels including their own vast talent pools and networks built over the years. In our case, that’s 20+ years!
As a final thought, the job seeker who shared their frustration with online application systems perfectly captures the need for a more human approach:
“How can someone who is confident in their ability to do the job but lacks the skill to sell themselves get noticed by the right people in today’s job market?”
The answer? Recruiters who take the time to look beyond the surface and engage directly with candidates can make all the difference.
Try Us! Book an online or in-person meeting with our team at Emerald Zebra.
