We joke about it often enough, but 2019 really does seem like a product of science fiction sometimes. Every day brings us a new advancement of technology we probably didn’t believe would be possible just a decade or so ago.

In many ways, this is a good thing. Advancements in additive manufacturing are making waves in the medical industry, developments in automotive technology promise to bring about safer, greener vehicles, and every new iteration of smartphone seems to make life run that tiny bit smoother.

However, when certain industries become too saturated in technology, it can degrade the quality of the product or service provided. Anyone who’s tried to use a self-checkout at the supermarket can tell you that.

But retail isn’t the only industry to be taken over by interactive technology and artificial intelligence. Every year, more and more jobs are being replaced by automated systems, and – according to the 2018 Future of Jobs report – 50% of companies expect their full-time workforce to be somewhat reduced by 2022 thanks to the incorporation of new tech.

In recruitment, it’s a similar story; AI and algorithms are being used at an increasing rate to sort through candidates and identify people that should (on paper, at least) be good for a role – omitting the need for a human headhunter. Obviously, using a machine is much faster in terms of scoping out large numbers of potential recruits… but is it more effective in the long run?

Just as nobody wants to be stuck waiting at the checkout for 10 minutes for someone to see to the ‘unexpected item in the bagging area’ issue, nobody really wants to deal with the flaws that accompany machine-selected candidates. After all, there’s no way of immediately telling how many of the AI-sourced candidates are actually likely to leave their current job, or whether they’d be a good fit for the new role, or even whether they’ve lied on their CV.

At the same time, however, the traditional selection process presents its own set of challenges. For example, having a recruiter sort through candidates manually takes much longer and will not yield as many potential recruits as a computer could. Their work might be of a higher calibre, but there will be a lot less of it. 

So, what’s the solution here? A hybrid approach.

Combining old and new

SourceChain, the world’s 1st hiring ecosystem, combines the traditional, headhunter-driven methods of recruiting with a modern, technological approach. By collating over 300 specialists into one central online hub, we can offer the expertise of skilled recruiters and the advantages of a sophisticated digital platform – meaning our customers have fast, widespread access to plenty of viable consultant talent.

When hiring through SourceChain, employers can be assured that consultants have been thoroughly qualified by recruitment specialists, meaning they’ve been vetted in a way that AI simply isn’t capable of. What’s more, employers also have the option of engaging directly with candidates, eliminating the need to liaise with a third-party recruiter. It’s the perfect balance of old and new.

Similar to the self-checkout, then, we allow our customers to take matters into their own hands. Unlike the pesky supermarket machines, however, we don’t solely rely on technology to do the work, and ensure the whole process runs smoothly thanks to the expert knowledge of our recruiters.

Moving forward from here, there really is no better option for recruiting. Traditional methods aren’t enough to keep up with the demand of the modern age, but tech-fuelled alternatives aren’t quite smart enough to replace humans entirely. 

We are the future of recruiting, and we’re already here.