The Importance of the Human Element for Attracting Candidates

[ ManpowerGroup ]

The Importance of the Human Element for Attracting Candidates

In many ways, technology has made applying for and finding jobs easier than ever. That’s why it’s more important than ever for companies to differentiate themselves with the human element to stand out from the crowd.

That’s one of the main findings of the latest ManpowerGroup Global Candidate Preferences Survey. The survey, which asked nearly 18,000 candidates in the workforce who are seeking new jobs, provides insights to help attract top prospects amidst a growing global talent shortage.

Today, it may be easy to interview virtually through videoconferencing. However, candidates everywhere still place high importance on human interaction and in-person interviews, according to the survey. When asked what technologies they preferred to use during the candidate experience, 26% of candidates selected high-touch in-person interviews as their number one preference.

Human contact will always be an important part of the candidate experience. Yet attracting and retaining the right talent should not be a battle between human and robot. With the right skills mix, personal interaction will augment rather than compete with technology. In fact, with so much of the initial contact between candidates and employers becoming automated, the need for human interaction may only increase in importance.

There are valuable non-verbal cues that both employers and candidates benefit from when meeting in person. While employers should find ways to convey company culture and employer brand with technology, there is no real substitute for seeing and feeling the connection (or the lack thereof) with a company and its culture.

The survey also reinforced the importance of companies knowing their audience. If your company wants young, new talent, then invest in technology. But for more experienced hires, consider all the options to match the right technology to the candidates, which may even vary by roles in a given company.

Ultimately, any technology that intentionally or unintentionally dehumanizes the candidate experience risks doing more harm than good. Technology is the conduit, but delivering a personalized and tailored message is still key. Personal contact can positively differentiate one employer from the next in an increasingly tech-driven candidate experience.