There is a growing trend: to remove the human element from the recruiting process through a complete reliance on technology.

Of course, technology has its immense merits in recruitment today. The ease, speed, and effectiveness it brings have grown candidate sourcing and hiring over the decades. However, in the age of a speed-addicted, tech-demanding generation, where recruiters are more inclined to crunch numbers and spam candidates, the human aspect of recruiting is steadily fading out.

Unsurprisingly, this idea has seemingly become the lynchpin of the sales pitch for more than a few HR technology companies, a never-ending stream of dialogue surrounding the benefits of “removing the human element” from recruiting, interviewing, hiring, onboarding, and training. The list goes on and on.

With this emerging trend that seems to be resonating well within the recruiting industry, it is time for a rethink. In theory, the concept makes sense: reduce manual time spent on low-value processes and increase time and attention on the strategic. Using technology is also helping reduce bias in recruiting. For example, tools we have at our disposal can “de-bias” job postings and that’s the right thing to do.

But speed should be the main criteria that technology tools offer to a recruiter. This point has been used by a growing number of vendors to sell the notion that technology (and eventual dehumanization) is the only way to make a valid decision in recruitment.

Here are three points these vendors need to consider:

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