The Future of Recruitment Harmonizes Tech and Human Touch

Although the digitalization of human resources (HR) processes is incredibly efficient, it should not be considered a replacement to a human touch, well-rounded value propositions and continuous learning. Companies should aim to harmonize technological applications with a human-driven recruitment approach in a process that considers ethical guidelines, diversity and inclusion to ensure they can attract Mexico’s top talent, according to industry experts.

“Technology automates different stages of the selection process. However, the final decision remains with recruitment managers. Human intervention is still essential,” said Justyna Kroplewska, Talent Acquisition Senior Director, Citi. Nevertheless, recruitment is a process defined by people on both sides of the table. “The question is also how to get your job applicants to say yes to your proposal,” said Pato Bichara, CEO and Founder, Collective Academy.

Innovative applications allowed the recruitment process to advance by leaps and bounds, with room available to expand toward other processes such as onboarding. The latest transformation is defined by using artificial intelligence (AI), which takes over repetitive manual work such as candidate screening, scheduling interviews and knowledge direction. This is being complemented with social media outreach, data analysis and the strategic construction of employer branding, although these tools remain underdeveloped in the Mexican context. Furthermore, human resources experts still consider that there are crucial gaps in the recruitment process that stand to benefit from digitalization. This includes candidate-facing technologies like progress trackers, which could encourage applicants that have entered the process.

Encouraging greater rates of engagement is a top priority for recruiters in a labor market defined by scarcity. Currently, digital platforms are the preferred tool to source talent, with around 87 percent of companies deferring to job sites such as LinkedIn, Glassdoor and Indeed to solicit and screen qualified talent, said Sergio Porragas Moreno, VP of Human Capital, OCC Mundial. “This is where strategic communication should begin, by posting the open position with its qualifying criteria, desired skills and renumeration clearly defined,” he added.

Committing to transparency throughout the recruitment process is essential to generating trust and is much appreciated by candidates. A caveat to this approach is the dependency on equal transparency on behalf of the candidates themselves, which is an important consideration for positions that require hard, verifiable skills. Therefore, the recruitment approach stands to be fortified by the introduction of skill checks, either in the form of preliminary tests or through the use of AI, said Porragas.

As the urgency for talent surges, companies have also attempted to get closer to universities, the prime generators of highly qualified talent, said Hernán García, Vice President of Talent and Experience, Tecnologico de Monterry. Companies are increasing their remunerative investments and shoring-up their presence on the campuses of leading academic institutions as a means of influencing curriculums and scouting talent. This assures that students are being prepared with the knowledge and skills they need to enter and succeed in their respective industries. This is perhaps best exemplified by Mexico’s technology and aerospace industries, which have participated in the curation of courses and have a pronounced interest in accelerating talent development.

Nevertheless, from the perspective of a private institution, these efforts should not be considered a substitution to a well-rounded value proposition and attractive company culture. “Technology helps us to attract talent, but having a good culture and engagement are our main promotors. Technology, good referrals and a great employee value proposition attract candidates,” concluded García.