Today, there are technological solutions for every step of recruitment: sourcing, interview scheduling, interviews (asynchronous), skills assessment, and employee onboarding (through virtual agents). Should companies entrust EVERYTHING to technology and artificial intelligence and automate everything, from candidate sourcing to their onboarding?
| This article is part of the special report > The New Trends in Recruitment |
For Martin Mathe, CEO of the AppyHere app (focused on blue-collar recruitment), the short answer is “yes!” He provides proof: Recently, one of his clients in retail hired over 800 people in one week, with no human intervention.
“There are no more interviews. Everything is automated,” confirms the CEO. “The first time a candidate speaks to a human is on their first day of work.”
AppyHere is a mobile recruitment app for hourly workers. When a candidate applies for a retailer’s position, they answer questions about their availability, sales skills, and proficiency in English—criteria selected in advance by the client. How do candidates perceive this “hyperautomation” approach?
“We conduct surveys among candidates, and what they particularly appreciate is the transparency and fairness of the process. They know that the criteria are the same for everyone. There’s no human making a decision based on a criterion that isn’t precise and measurable.”
By introducing a hyperautomation approach, Martin Mathe claims to have reduced turnover rates by 40% for clients.
“It’s all the little details that make a difference. For example, some candidates don’t realize the commuting time between their home and workplace. When we make a job offer, we calculate the travel time based on their schedule and ask them to confirm if it works for them.”
A Human Understanding
The prospect of hyperautomation is appealing. However, it’s worth noting that AppyHere specializes in recruiting an hourly, low-skilled workforce. Let’s see how recruitment sectors for higher-level positions are adopting automation solutions.
“AI-based candidate sourcing technologies make our work easier,” acknowledges Xavier Thorens, CRHA, headhunter. “They allow us to find more candidates within the same search time. After that, the outreach still has to happen human-to-human.”
Why? The headhunter explains that to convince a candidate to jump to a competitor, a recruiter must understand the motivations of the person in front of them to propose an offer that meets their needs and aspirations.
Julien-Pier Boisvert, director of talent acquisition at a software firm, also believes that artificial intelligence should remain separate from the direct interaction between recruiters and candidates.
“For us, using AI to sort resumes or conduct initial interviews is out of the question. Our AI implementation projects aim to automate low-value tasks, freeing up more time for recruiters to focus on their relationships with candidates. We want to use it to enhance the human experience,” he explains.
The director provides two increasingly common examples:
- The use of an automated calendar so that candidates and recruiters can quickly find a time to connect amidst each other’s busy schedules.
- The use of a generative AI chatbot trained to answer candidates’ questions about the company’s non-confidential policies (e.g., benefits, vacation policies, remote work policies, etc.).
In recruiting for executive or highly skilled positions, it’s clear that “all-out automation” isn’t on the horizon just yet.
| This article is part of the special report > The New Trends in Recruitment |
Discover our trainings :
training.isarta.com 
