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62% of Job Seekers Won’t Do This
A recent survey by Express Employment Professionals-Harris Poll reveals that 62% of U.S. job seekers would think about not applying to companies that use generative AI during the hiring process. These findings reveal how important it is to keep human discernment at the forefront of your recruitment process to not miss out on key talent.
What the Findings Mean
These findings underscore a significant hesitation among candidates regarding the increased use of artificial intelligence in recruitment. Many job seekers are concerned that AI-driven hiring may lead to impersonal experiences, a lack of transparency, and potential biases. This brings up the concern of having one’s true competencies and skills overlooked due to not meeting a certain keyword quota on their resume, and more.
So, how do you maintain the human touch in recruitment? We gathered some top ways organizations can ensure that they keep the human element in their hiring process so that every candidate that comes their way feels seen and heard.
Ways Companies Can Keep the Human Touch in Recruiting
1. Personalize All Your Communication
Don’t send cookie-cutter messages or generic emails. Tailor messages and interactions to each candidate, addressing their unique experiences, aspirations, and concerns. Even if you have a large list of contacts in your ATS, you can use merge fields to personalize messages, such as integrating their names, current position, and location. Avoid generic responses and make sure candidates feel seen and heard throughout the process. This takes time, but it’s worth it.
2. Have Empathetic Interviews and Conversations
When you interact with candidates, picture what it’s like in their shoes. Conduct interviews that go beyond technical skills to understand the candidate’s motivations, values, and cultural fit. Use active listening and show genuine interest in their professional journey, and you will get the attention and respect of qualified candidates.
3. Provide Constructive Feedback
Whether they get the job or not, candidates like to be informed throughout their candidate journey. So, offer timely, personalized feedback to all candidates, not just those who are hired. Acknowledge their efforts and provide insights that can help them grow, which fosters goodwill and long-term relationships. People will talk about their experience, whether they get hired or not, and if you leave a positive impact, they will speak well of you to others. What an easy way to boost your brand image!
4. Go Beyond the Candidate’s Resume
There is so much a candidate can offer that is not on their resume. With the rise of skills-based hiring, getting to know one’s lesser-known talents personally can uncover some real hidden gems. Engage candidates in conversations that explore their soft skills, work style, and growth potential. This helps assess qualities that technology alone cannot measure, such as teamwork, adaptability, and leadership potential.
5. Use Recruiting Research to Identify Quality Candidates
When you use recruiting research from a firm like Corporate Navigators, you can identify real job candidates and confidently engage in conversations that may lead to future onboarding. There is no need to worry about fake candidates or off-target applicants who will waste your time. This in itself helps you skip the tedious screening and vetting steps and puts you on the fast track to getting to know your vetted and verified list of qualified candidates.
6. Maintain Regular Human Touchpoints
While candidates appreciate timely updates, they appreciate them more when they are notably human-based. Therefore, incorporate direct human interactions at key stages of the hiring process, such as initial screenings, mid-process check-ins, and post-interview follow-ups. These touchpoints help build rapport and trust.
7. Nurture Talent and a Positive Company Culture
Use personal interactions to convey company values, culture, and growth opportunities, helping candidates see themselves as part of the organization’s community. For example, train recruiters in inclusive practices, make applications accessible, and create welcoming onboarding experiences. Human recruiters can better understand diverse backgrounds and champion equitable hiring.
By integrating these strategies, companies can ensure that technology enhances rather than replaces the vital human connections that make recruitment effective and meaningful.
How Recruiting Research Delivers Real Candidates and Human Connection
Recruiting research provides employers with access to real, verified candidates by focusing on direct human engagement rather than relying solely on automated tools or AI algorithms. This approach ensures that every candidate presented has been personally vetted and confirmed, often through discreet telephone outreach, which adds a layer of accuracy and authenticity that technology alone cannot match.
At Corporate Navigators, we understand the value of the human touch in recruitment. For over 25 years, our team has specialized in delivering 100% human-verified candidate data, ensuring that every name, title, and contact detail is accurate and up to date. Our experienced U.S.-based researchers personally call and verify candidates, guaranteeing that clients receive only real, relevant professionals who are a genuine fit for their roles.
There Is No Substitute for Humans
There is no substitute for a human conversation in the hiring process. Direct interaction allows recruiters to assess qualities such as empathy, motivation, and cultural fit factors that are often missed by AI-driven systems. By building real relationships with candidates, we foster trust and transparency, creating a positive experience for both employers and job seekers.
Our commitment to human-centric recruiting research not only improves the quality of hires but also strengthens employer branding. Candidates appreciate being treated as individuals, not just data points, which leads to better engagement and long-term satisfaction. This approach has been the foundation of our success at Corporate Navigators for more than two decades, and it continues to set us apart in an increasingly automated industry.
Don’t Lose 62% of Applicants
As candidates value authentic interactions and want to feel understood and respected throughout the hiring journey. There are many things organizations can do to enhance their candidates’ experience from start to finish, leaving a lasting impression. In this way, they won’t become the company that 62% of job seekers wouldn’t pursue. If you’d like assistance in reaching out to real, qualified candidates, contact us today.
