3 strategies to make adopting new HR tech easier for hiring managers

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recruitment for technical Roles can be challenging. Often there are too many roles to fill, too many or too few candidates to interview and not enough time to complete it and develop relationships with your key stakeholders: hiring managers and the executive team.

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Working with talent acquisition (TA) leaders and technical recruiters can help companies accurately, accurately and objectively assess the technical skills of potential candidates to fill high-value engineering roles. Technology also provides several benefits that help in achieving TA objectives. But in my experience, many TA and HR leaders get frustrated when new tools fail to launch or deliver huge results, because they are not adequately adopted, trusted or used by end users.

I think hiring managers are more open-minded towards “mechanical” or automated hiring tools if those tools are not evaluated by themselves, but relative to the status quo hiring processes.

All this leads technical decision makers and stakeholders to develop a natural skepticism for mechanical or automated hiring tools. If your hiring manager seems skeptical about using tech for hiring, here are three strategies to help them embrace the hiring tools.

Expect doubts, it’s natural


Researchers studying how to make scientific hiring tools more effective have discovered an interesting phenomenon: Humans are naturally suspicious of tools that outsource our decisions (Highhouse, 2008Left to our own devices, we are hardwired to rely on gut instinct on external data points, especially when developing and nurturing new relationships with who we work with.

Scientists have offered few explanations for this preference of the gut over data. Some consider external, mechanical decision-making aids to be less reliable because they are not familiar with their way of doing things, or because using them poorly reflects the decision-maker’s value and value as a leader or manager. Is.

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This may also be because there is a fear of the control and agency being handed over a device that does not consider or understand context clues. However, research has shown People make better choices when using mechanical decision support devices than when making decisions by human or mechanical devices alone.

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