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Three ways in which the human element supersedes digital in recruitment

7th February 2018

With technological advancements impacting industries across the world it seems as though many sectors are embracing digital tactics when it comes to carrying out their work efficiently. The recruitment industry is no different, in fact, recruitment trends for 2018 predict that the use of artificial intelligence (AI) in recruitment will grow significantly over the coming 12 months. AI uses algorithms to efficiently source candidates for a particular role based on their skills, speeding up the recruitment process exponentially.

As a business with many years of experience in the recruitment industry, we can see the fantastic benefits that digital technologies can bring, however, we argue that the human element is essential to the recruitment process. Using algorithms to source candidates can work effectively when dealing with volume recruitment in the initial stages, but when it comes to the final stages of the recruitment process, or recruiting top talent for a skilled role it is the human element that will identify the ideal candidates.

Here we explore three essentials elements that the human element can bring to recruitment, which digital cannot.


One of the most obvious things that digital technology cannot bring to recruitment is the relationship that is built between candidate, recruiter and company. Not only do candidates need to create a good impression to a potential employer, but likewise, a company must make a candidate want to work for them. Recruiting using purely digital methods will remove the ability to effectively build a positive relationship with a candidate, that face to face meetings or phone calls would ultimately achieve.


Using AI is a fantastic way to speed up the recruitment process, however there is something to be said for candidates with great qualifications and no experience or vice versa, each whom will bring their own skill set to a role that an algorithm may not be able to adequately identify. In this respect, candidates may be automatically dismissed by an algorithm, when they would have been an ideal candidate. Experienced recruiters are able to identify ideal candidates by taking into account many different aspects from their experience, qualifications and knowledge, even those that may not have necessarily made it through an automated process.

Company culture

A candidate may have the ideal experience and qualifications, but that doesn’t necessarily mean that they will be a great fit for a company. Unlike an algorithm, a recruiter will get to know both a company and a candidate, and will subsequently be able to make an informed decision as to whether or not they are an ideal fit for candidate and company alike.

An effective recruitment agency will understand how to ensure that the digital and human elements to recruitment work in harmony to achieve the best possible outcome. Each recruitment company in the People Solutions Group excels as this, helping businesses across the UK to find their ideal candidates, take a look at our recruiters here to choose your recruitment partner.