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Can technology help us put the human back into human resources?

In a technology driven world, it’s easy to get swept up in what digital tools can enable us to do, especially when it comes to recruitment. But in all this talk of efficiency, streamlining and automation, are we forgetting one crucial thing – the humans in human resources?

People management and human resources should have people at its core. But when it comes to recruitment it can be forgotten. That’s what Sheffield based tech company Tribepad have found. But they believe that the combination of smart tech and real people can have the strongest results.

Over the past 12 months Tribepad have commissioned various research projects into the human side of recruitment, helping to understand some of the key challenges the industry is facing.

The End Ghosting research showed just how prevalent ghosting is, and its impact. It damages candidates’ self-confidence and leaves them with negative feelings about themselves and the recruiting brand.

  • 65% of applicants have been ghosted by a prospective employer part way through the recruitment process

  • 94% of ghosted applicants retain negative thoughts or feelings towards the employer brand and HR teams are faring in a world of one click applications and candidate driven market, demonstrates how we need to support our people and teams to do great work.

  • Burnout is a worry, and only a third of HR professionals say their stress levels are manageable. A big driver of this one click applications, resulting in ‘applicant spam’ and unqualified and experienced candidates.

  • 86% of ghosted applicants are left feeling down or depressed

  • 43% of ghosted applicants take several weeks or even months to move on from the experience


Stop The Bias research showed how age, disability, gender, parenthood and even accent are considered to be being used against people, and over three quarters don’t believe diversity data is being used for their benefit.  We need to recognise people for their value, not just attributes. 8 out of 10 respondents felt that processes would be fairer if recruitment remained anonymous.

It’s not just employees.Most recently, Tribepad surveyed over 500 in-house recruiters and theState of the Sector report shows how talent acquisition professionals are feeling the pressure. Only one in three say stress levels are manageable, and 5% say tech isn’t up to scratch.

So that’s the insight Tribepad have. What can be done about it? They believe tech, when used the right way, can actually support us with a people first approach and empower recruitment professionals and hiring managers to deliver even better results.

  • Tech systems can reduce administrative and repetitive tasks so that more time can be spent on strategic work and personal support to help candidate and employee experience.

  • Tech enables recruitment teams to streamline processes and manage relationships, so that no one slips through the cracks and gets ghosted or forgotten.

  • Tech allows data to be gathered, enabling clear analysis of how to grow and develop – for example as Stop the Bias shows what is being done to reach EDI targets.

  • Tech can provide a good mechanism for employee feedback and discussion so that everyone knows what their job role is, developmental areas and progression against targets.

  • Tech can help accelerate time to hire – slow time to hire doesn’t help anyone, and causes stress on both sides.

  • Tech can help make the recruitment process fairer, and helps to remove unconscious bias from the process and give everyone a fair chance, be that through anonymised applications, through skills based assessments or other tools.

People need to be at the centre of human capital management, from candidate to employee, recruitment to retention. Tech can help us achieve just that.

Business Info Magazine & Site is Published by Kingswood Media 2022