Does the growth of e-recruitment, and subsequent removal of the human element, actually mean we are missing out on the right candidates? Bettina Pickering, from PA Consulting Group, takes a closer look.

E-recruitment is a growing trend as more and more organisations look to speed up the recruitment process and save costs. E-recruitment software is also becoming ever more sophisticated in covering the recruitment process, from online job ads to interview and candidate contact management.

The majority of cost savings achieved through e-recruitment have come from the automation of the process and associated reduction of administrative effort. For example, online testing saves time in the interview process and narrows down the number of candidates for interview. As well as online interview scheduling helping both candidates and the business save time, it also allows candidates a choice of dates.

Automated CV screening and pre-selection based on certain criteria and keywords does weed out many unsuitable candidates and saves HR an enormous amount of time. This feature is often seen as particularly useful in areas where candidates tend to use the ‘scatter gun’ approach to apply for jobs, instead of only applying for jobs they are qualified for and are able to perform.

By using e-recruitment, HR can therefore redirect time to focus on more value-add activities, such as designing job ads, interviewing candidates, refining selection criteria and coaching the business in interview techniques.

The human element

But the question is, are we missing a trick here? By seemingly removing human judgement from the screening and pre-selection process, are we losing out on the ideal candidates?

The answer is yes, in some cases we do. However good the screening criteria and keywords are, ‘non-compliant’ but suitable applications will not be picked up by the screening engine or (depending on how these selection keywords are set up, positively or negatively) these applications will be deselected. Therefore, great candidates will receive rejections.

There is a real risk that organisations recruit only one type of person based on automated selection keywords and automated CV templates – the ones that fit the mould. Candidates with experience outside the template, or who use different words and phrases to describe themselves, might be filtered out during screening.

However, these candidates might just be the right fit for the job as they could bring fresh ideas and innovation, even though their qualifications may be outside the screening engine template.

Candidates usually caught in the screening trap are people who studied abroad, have chosen a different educational path or who just dare to use ‘non-compliant’ language. And of course, there are clever candidates who have worked out the rules behind the screening and pre-selection, and provide spot on applications, only to be rejected in the interview process.

Selective application

So what can we do to minimise the risk of losing great candidates without losing efficiency in the recruitment process?

Although there is a risk of missing out on great future employees through e-recruitment, this doesn’t mean it should be discontinued or discarded as an option to improve the recruitment process. But as with every tool, it must be applied selectively.

The key is to identify the roles where human intervention is required, and where the danger of losing a suitable candidate through automated selection is higher than the cost of extra work. For example, filling junior roles with a narrow scope, or which require specific trade or degree qualifications, would benefit from pre-selection to screen out candidates who merely apply as a punt so as to identify the real applicants.

However, for more loosely defined roles such as managerial, professional services, marketing and sales roles or roles which require innovative thinking or flexible working and influencing styles, human selection may be more appropriate.