Balance Automation and Human Judgement in Talent Acquisition

By Kiran Shetty | November 2, 2021

Starting from AI assistants to the ever-developing recruiting and matching platforms, AI-powered services and products are restructuring the way talent acquisition groups function.

Recently, at the SHRM Talent Conference & Expo 2021, held in Las Vegas virtually, panelists defined how technological tools are causing them to move forward pretty quickly towards an automated future and the way human judgment, or human intelligence (HI), remains vital to guide and administer automation applications. These advances are contributing critically by identifying discrimination and bias throughout the interview processes, making extra-balanced interview questions, disclosing if applicants have any record of hate speech or improper social media posts, and assessing growth timelines for recruits as well as the present employees.

  • Proper Screening Process – Efficiency is the fundamental characteristic of AI, as AI can assist humans to implement menial duties with greater efficiency, and even perform the work for them. One of the panelists in the conference, Becka Klauber Richter, co-founder, and president of Helpr said that while processing criminal screening of applicants, for instance, AI allows creating extra-predictable time conjectures for procedures that include screening job applicants, a job that a few companies still execute by utilizing Fellow panelist Mike Fitzsimmons, founder, and CEO of Crosschq stated AI can enhance applicant screening by “assisting us to gather data about a candidate’s performance at his/her previous jobs” by determining, for instance, former colleagues or supervisors that the recruitment managers can communicate with. AI additionally facilitates “to shut the loop with post-recruit analysis,” he added.
  • Monitors Performance and Promotions – AI can also assist in retaining proficient employees on board throughout this tough time of worker attrition, the panelists stated. A Portland-based health care system company, Providence, has 120,000 employees. AI has helped its Executive Director Russell Podgorski identify skilled performers at the organization and decide a way to promote “During the current hiring crisis, we are required to be capable of discovering such employees from withinside,” he stated. “AI enables us to track their timeline for performance growth, or the chance of whether we may lose them to some other agency. When we discover them, must say to them, ‘You have quite a lot of skills; let’s speak about your conditions and also where we can take you.’ “
  • Broadening the Employee Pool – Podgorski claimed AI enables him to look for job applicants “in a focused manner.” “Or else, you may probably end up scouring the Internet for eternity,” he added. “Additionally, we’re searching for personnel outside the medical industry, and AI is assisting us to convert it into a greater efficient and robust method.”

Identifying the precise measures of balancing automation and human involvement inside a recruitment system may be tremendously complicated. Often there are way too many factors that decide how successful a hiring method might be, for instance, applicant volume, the sort of position you’re recruiting for, and the entirety in between. Therefore, let’s explore the consequences and advantages of either making use of an excessive amount of automation or human input in a hiring method.

  • Excessive Automation – Too much automation can be disadvantageous in case you need to preserve or create a hiring experience that still feels human. An excessively computerized method can appear robotic and less customized to each applicant. This may scare off candidates from applying again in the future or dissuade them to back out of the current hiring procedure. Customization can be vital to enhance the candidate experience and build a greater ‘human’ touch to the recruitment method. By doing so, you can increase candidate engagement and inspire them to feel extra compelled to exhibit any thoughts or worries they have. This primary level of interaction paves way for a stable basis among each party and hopefully makes for an exceptional hire.
  • Human dependence – Alternatively, depending absolutely on human input in the hiring process can be inefficient. Albeit a few hiring experts may advocate this method for greater control over critical decision-making moments, it’s may not be constantly practical. If assets are limited and job vacancies acquire an excessive applicant volume, technological guidance is occasionally a necessity, to assist recruiters to control their workflow, screening, and onboarding new personnel. Depending completely on manual strategies represents that your recruitment system is extra vulnerable to bias and favoritism. Humans may unintentionally favor a few candidates over others because of reasons which might be unimportant to the job function. Recruiting technology can assist in minimizing this threat and omit human bias from within the recruitment system.


Over-automating makes your recruiting process vulnerable to feeling dehumanized and less enticing to potential applicants while depending entirely on human intelligence to finish all hiring levels is time-consuming and ineffective for a mass-recruiting drive. Therefore it’s crucial to discover a balance among the 2 variables and identify what works best for your talent acquisition team.


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