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The Failure of Automated Recruiting


We are one smart species. We can learn. We’ve learned a lot over our several hundred thousand years of existence, at least.

We can learn from our successes and our failures. We won’t learn a thing, though, unless we tell the truth when it matters and say “That didn’t work! Back to the drawing board.”

Automated recruiting by means of keyword searching is undoubtedly the worst use of technology in the history of the business world, if not of mankind (the electric chair is right up there).

We should have known better. We should have known that when we put in a job ad “The Selected Candidate must possess interpersonal, organizational and administrative skills” nearly every candidate – certainly every one with the intellect to connect the dots between our job ad and our hiring process – is going to put those very same keywords into his or her resume or job application.

Once that happens, all the keyword-searching algorithms in the world can’t help us. We’re back to the stone age, then. We have to sort resumes the old-fashioned way, begging the question “Why did we pay for all this technology in the first place?”



Over the past 3 years, Rachel has been working specifically within the digital marketing space and has worked with some of the country’s top brands. Drawing on her knowledge and experience, Rachel has developed a genuine understanding of how content can engage and compel an audience.

Rachel is responsible for every aspect of web management, marketing and overall production of the Recruitment Buzz brand and is often called upon for her skills and knowledge of WordPress, email marketing software and social media tools.

Rachel works closely with the Recruitment Buzz editorial team and certainly recognises a good story when she sees one!


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