Schneider Electric, a leader in energy management and automation, and The 5% Club surveyed 1,000 young people and their employers to determine whether the most popular forms of digital recruitment tools utilised by employers are favoured by young people themselves.
The survey results, being revealed at the iGeneration: Digital Re-Targeting for New Age Talent event co-hosted by The 5% Club and Schneider Electric UK today, 19 March, show that:
- Over half (52%) of young people don’t believe that technology does a better job at identifying talent compared to human recruiters, with only 1% feeling more comfortable working with technology over people during the recruitment process;
- Over half of young people (58%) would like to experience a 25% tech-enabled v 75% human interaction during recruitment, with a further third preferring 50% tech-enabled v 50% human;
- Whilst young people are positive about the use of cognitive gaming in recruitment today, this tool is only used by 9% of employers surveyed;
- Similarly, experiences of online knowledge assessments and on-demand videos (where candidates provide a response to set questions) are rated as positive by the young people surveyed, but only put into practice by a third of employers;
- 67% of employers believe young people expect to see technology being used in the recruitment process, yet results show that only 18% of young people feel that technology gave them an advantage in the recruitment process;
- 85% of employers agree that the rising use of technology helps to manage high volumes of applications and 76% said technology helps workflow.
Peter Hogg, Talent Acquisition & Mobility Manager, Schneider Electric UK and Ireland, comments: “Digital recruitment technology has a lot of potential to improve experiences of candidates and those tasked with assessing early talent. Such technologies boost productivity, reduce the volume of repetitive tasks and allow talent acquisition teams to focus on where they add the most value. Yet, the findings of the survey suggest that we should not be complacent, revealing a widening rift between the needs of recruiters and young professionals.
Recruiters consider the increased use of technology as part of the attraction, assessment and selection processes necessary to scale up and offer improved candidate experience. Young professionals do not trust in the technology’s ability to correctly and objectively assess their skillsets.
Digital natives both professionally and personally still favour traditional recruitment practices, desiring as much as 75 percent of human interaction throughout the process. If we want to attract and retain top talent, we can’t ignore these findings. We must constantly strive to strike the right balance of technology and the ‘human touch’ throughout the process, offering the right guidance with the technology.”
About Schneider Electric
Schneider Electric is leading the Digital Transformation of Energy Management and Automation in Homes, Buildings, Data Centers, Infrastructure and Industries.
With global presence in over 100 countries, Schneider is the undisputable leader in Power Management – Medium Voltage, Low Voltage and Secure Power , and in Automation Systems. We provide integrated efficiency solutions, combining energy, automation and software.
In our global Ecosystem, we collaborate with the largest Partner, Integrator and Developer Community on our Open Platform to deliver real-time control and operational efficiency.
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