In today’s fast-paced recruiting world, hiring teams are under pressure to move faster than ever. The rise of AI, applicant tracking systems, and automation tools has made it easier to fill roles quickly—but if you’re not careful, efficiency can come at the expense of candidate experience.
The good news? You don’t have to choose between speed and connection. Members of the Forbes Human Resources Council recently shared their best tips for streamlining digital hiring while keeping things personal. One standout voice in this discussion is William Stonehouse III, Founder & CEO of Crawford Thomas Recruiting, whose approach perfectly blends tech-driven efficiency with genuine human engagement.
Whether you’re a hiring manager, recruiter, or business owner, here’s how you can make your digital hiring process smarter, faster, and more human.
1. Use AI for the Busywork—Not the Relationship
AI can screen resumes, filter candidates, and match job descriptions—but the first personalized outreach should still come from a human. Automation should assist, not replace, relationships.
2. Personalize Your Automation
If you’re using templates, add a detail that proves you actually reviewed the candidate’s background. That extra 30 seconds can mean the difference between a response and a pass.
3. Add Video to Your Outreach
Short, personalized video messages can set your company apart in a sea of generic emails.
4. Be Transparent in Job Descriptions
Clear job expectations and honest insight into company culture attract better matches and reduce turnover.
5. Create a Branded Candidate Portal
From first click to final offer, make sure the experience feels professional, warm, and aligned with your brand.
6. Let Candidates Pick Their Interview Times
Scheduling automation saves everyone time—but open it with a friendly note so it doesn’t feel robotic.
7. Show Your Culture Virtually
Share team stories, photos, or employee spotlights so candidates get an authentic preview of life at your company.
8. Keep Communication Consistent
Even automated reminders can have a warm tone. “Looking forward to our conversation!” is simple but human.
9. Give Feedback—Even if It’s Automated
A post-interview follow-up with a personal line shows respect for the candidate’s time.
10. Use a Hybrid Interview Approach
Combine the speed of video with the personal connection of in-person meetings when possible.
11. Ask for Feedback from Candidates
Automated surveys are great, but follow them with a thank-you note to show appreciation.
12. Balance Assessments with Live Interaction
Digital skills tests are valuable—but cultural fit often comes out in conversation.
13. Let AI Build Your Shortlist
Technology can identify strong matches quickly—but a recruiter’s intuition should make the final call.
14. Keep Onboarding Personal
Automating HR paperwork is efficient, but pair it with a welcome message from the team.
15. Identify Key “Human Touch” Moments
Map out your process and mark the points where a personal call or email makes the most impact.
16. Nurture Talent Over Time
Drip campaigns keep talent warm—but add occasional, genuine updates about your company’s wins or culture.
17. Use Analytics with Empathy
Data should guide decisions, but never forget to consider how each step feels from the candidate’s perspective.
Human-Centered Recruiting
When it comes to balancing speed and personalization, William Stonehouse III of Crawford Thomas Recruiting is an expert worth listening to. His Orlando-based, award-winning recruiting firm—recognized by Forbes as one of the nation’s best—specializes in finding the perfect cultural and skill fit for roles in sales, IT, accounting, engineering, HR, and life sciences.
William’s philosophy is simple: the right hire is more than just a resume match. Crawford Thomas uses data and technology to source candidates quickly, but the team never loses sight of the human element—making sure every placement is a long-term fit that drives retention and success.
This blend of precision hiring, relationship building, and technology-enabled recruiting is why Crawford Thomas continues to help companies nationwide find their next great hire—without sacrificing authenticity.
Original Article Here.