New Research Reveals Young Candidates’ Frustrations with Recruitment Automation
Automation in the recruitment process is posing challenges for younger job candidates, according to a recent study. The research found that more than three-quarters of respondents born after 1996 expressed their dissatisfaction with the inability to speak directly to someone during the application process. Additionally, less than a third of these candidates desired more automation in the recruitment process.
The study, which surveyed 1,000 people who secured a new job in the past year, revealed that the younger cohort was more inclined to withdraw their applications due to their preference for dealing with a human representative, whom they perceived to be quicker. In contrast, only 64% of older employees reported the same frustrations, and less than half of those born before 1996 experienced similar concerns.
Interestingly, neither group expressed a desire for increased automation, with less than half of older applicants desiring less human involvement and less than a third of the post-1996 generation seeking the same.
The study identified the reasons behind the withdrawals by the older applicants, highlighting their perceptions of the process being too slow (51%) and lacking clarity regarding job descriptions and salary information (31%). Only 16% of this group withdrew due to dissatisfaction with automation.
Julie Hinchcliffe, Managing Director of Contingent Workforce Solutions at Reed Talent Solutions, emphasized that organizations should not assume that younger people prefer increased automation. She stated, Businesses need to reconsider how they use automation throughout their recruitment processes to attract the next generation of talent. We all assume the younger generation prefers technology and its convenience – but in reality, the human element is so important.
The survey also uncovered a common trend across all generations: most participants preferred to receive news of securing an interview from a human representative rather than an automated response. Candidates valued the immediate feedback, clarification, and appreciation for nuance that only a person could provide.
Hinchcliffe acknowledged that automation could improve certain aspects of the recruitment process if implemented effectively. She emphasized the importance of minimizing the time gap between encountering automation and receiving communication from a human representative, as prolonged delays could lead to candidate disengagement.
Hinchcliffe emphasized the significance of promptly providing salary information and highlighted that businesses need to regularly assess and evaluate their recruitment processes to ensure inclusivity, especially in a competitive talent market.
The survey revealed distinctions that HR teams should take into account. Generation Z candidates (born after 1996) are more likely to desire increased human interaction during the interview stage, while baby boomers (born between 1946 and 1964) preferred human assistance when it came to booking interviews and tests, as well as during the reference and vetting process.
In conclusion, Hinchcliffe emphasized that striking the right balance between human interaction and chatbot assistance is essential for improving the candidate experience. By making candidates feel heard, valued, and respected throughout the application process, businesses can increase the likelihood of job acceptance and future applications.
The study sheds light on the ongoing challenges surrounding automation in recruitment processes. While technology can enhance efficiency, organizations need to consider the preferences and expectations of different generations, ensuring that the human touch remains a vital component in attracting and engaging top talent.
