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As a recruiter, you may be worried about someday being replaced by an algorithm. A quick search on Google gives you plenty of articles both debunking this myth or confirming the “recruiter apocalypse.” These algorithmic robots are essentially systems set out to solidify the hiring process through pre-assessments that are said to be accurate and effective in hiring productive employees. Some claim that this recruiting algorithm can even predict employee behavior. So what does this mean for recruiters?

There is no cut-and-dry answer. Based on the research out there, algorithms might be able to improve the quality of hiring. They can reach more people in a shorter amount of time and are far less likely to involve any possible biases during the hiring process. Some people believe that physical, human recruiters will soon become obsolete. (I don’t agree; I value the individual human recruiter and the efforts it takes to be one.)

But algorithms are not necessarily a bad thing. If anything, they can be used as a tool for recruiters to improve personal accuracy. For this to work effectively, however, you’re going to have to consider changing your recruiting techniques.

To successfully do that, you'll want to separate yourself from the algorithms. The reality is that the world is constantly changing, and if a machine can do someone’s job, why pay people for something that a program can do the same task for, for free?

Here’s the trick: don’t work like the program. Be better than the program. With all its speed and efficiency, algorithmic programs lack one of the most important qualities required for an effective recruiter: personability.

Make sure you’re approachable. As a living, breathing, feeling human, you have the ability to connect with people. You can improve your recruiting techniques by adapting a more individualized approach. Aim to create substantial, long-term relationships with your candidates. Be accessible, friendly, and professional. The difference between you and the program is your ability to sympathize. Try to help your candidates feel comfortable so that they can trust you. You want to make it clear that you think more of them as people rather than allowing them to be subjected to scientific software that sorts through them impersonally.

That’s not to say that recruiting algorithms are totally useless. They aren’t. But you’re probably doing yourself a disservice if you’re depending on an algorithm to pick up human behavior all on its own. Despite any amount of accuracy, there’s nothing like good, old-fashioned human interaction.

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