As technology advances in staffing by way of app, job sites, and software, more and more applicants are being selected based on their credentials. With the ability to apply from anywhere in the world, the right candidates are sometimes still a hard find. This begs the question: is technology the be-all end-all when it comes to hiring?

Staffing software can be a funny thing. On one hand, it chooses candidates based on a pre-programmed skill set that matches their resume. The software then notifies the employer almost immediately, transitioning the hiring process almost seamlessly. It also makes for applicants to apply en masse for a position – giving employers a plethora of job seekers to choose from to fill a role in the span of a few hours.

On the opposite end, software does not account for personality or any life experiences candidates may have that would better qualify them for a role. Technology also does not cater to older generations. Due to ease of access and buzzwords in job descriptions that the software picks up, it’s not only easier for job seekers to apply to many vacancies in a short time, it also allows them to manipulate their chances of landing an interview via copy and paste. When it comes time for said interview, they simply just have to be the best candidate that shows up to get the gig. Whether or not they are actually qualified will still be a crapshoot. The ease of applying for work in relation to how often they are deemed worthy by software also means that more applicants are simply applying for random positions algorithms on job sites such as Indeed have told them match their search. In addition, the right candidate for the company could slip through the cracks due to use of the wrong keywords.

Take Mel Blanc for example. For years he would journey to Warner Bros. Animation studios to ask for a voiceover job, only to be turned down by the front door. After years of persistence, Blanc got a break when a talent fell ill and the doors finally opened – albeit for a temporary moment as the studio had no replacement. As you know, Blanc would go on to voice some of the most iconic characters in the history of animation, including most of the Looney Tunes roster, Barney Rubble, and many more. By showing persistence, enthusiasm, and getting in front of the right people, Blanc was able to become the most legendary voice actor in history. If Blanc was constantly told to “apply online and never inquire in person or call about the job,” there’s no telling how many of these characters would not exist or be held in as high of a regard as they are now.

What can employers do to offset this factor? By merging traditional tactics with tech, staffers can get a clear vision of who their next hire is without relying too heavily on algorithms. Allow candidates to drop their resumes off at the front desk, let them call about a job, then check your online applicants. Try hosting open interviews on slow days, or scheduling more career fairs. This will create a more equal opportunity for all, bring effort back to job searches, and help employers find diamonds in the rough.