Why HR Tech Is a Supplement – Not a Replacement

For most of us recruiters, technology is our partner in crime. As we become more strategic in our methods, the technology we need becomes more advanced, too.

And yet, for those recruiters who are still heavily dependent on the antiquated manual ways, new technologies can seem unnecessary or (gasp!) as if they are here to replace us all.

But nothing could be further from the truth. New HR and recruiting technologies are not here to replace you – they are here to help you recruit better, faster, and with more ease than ever before. Recruitment technology allows you to focus on the candidates so that your organization can build a more sophisticated workforce and succession plan.

Technology Does the Heavy Lifting

With recruiting platforms, recruiters don’t have to worry about where or how to look for candidates.

Recruiters today have more tools in their belts than they did a couple of decades ago. Digital technologies you already use have helped you trade the newspaper ads and job listings of the ’90s in for a career sites, social media platforms, and applicant tracking systems.

But recruitment technology doesn’t stop there. In fact, there are always more tools available to help you create better, more powerful teams.

And yet, these tools are not substitutes for your candidate knowledge and experience. For example, technology can’t always assess for soft skills, which 77 percent of employers find invaluable. These qualities must be determined through such human-to-human processes as the interview.

The technology, however, will assess candidate credentials so that your talent pool is functionally fit before you interview for the cultural fit that only you can determine.

HR Tech Lets You Focus on What Matters: Sourcing and Hiring Better Candidates

What good is your talent pool if all you have are a few decent candidates swimming in a school of overwhelmingly unqualified job seekers?

That’s why successful recruitment departments use technology to find the best candidates. This allows them to spend less time sorting and more time acting.

The qualified candidates you’ve sourced will have no problem securing positions, whether that’s with your company or not. With the right HR tech tools in place, you can identify these candidates more easily and engage them more quickly. That way, you have their attention before competitors can swoop in.

HR Tech Makes It Easier to Build Succession Plans

It’s easier to focus on the organization’s succession plans when you’re not constantly sourcing for immediate needs. Technology helps your team switch from reactive recruiting to proactive recruiting, allowing you to address the needs of your business beyond today.

Give yourself and the recruitment team the freedom and capacity to fill or anticipate your needs within six months to a year from now. That way, your succession pipeline is never empty.

While 60 percent of HR leaders say succession planning has become a top organizational challenge, you won’t have to worry about that as long as you have the right tech tools in your hands.

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You may feel cozy in your current comfort zone, but there’s plenty of room for growth within the HR and recruiting tech spaces. These technologies are not replacements for your skills – they simply make it easier for you to focus on the best candidates and build stronger pipelines. With a bit of data and some sophisticated functions, these tools can augment your innate abilities as a recruiter, giving you an edge over the competition.