{"id":6607,"date":"2026-05-27T15:28:48","date_gmt":"2026-05-27T05:58:48","guid":{"rendered":"https:\/\/www.entree.com.au\/?p=6607"},"modified":"2026-05-27T15:28:48","modified_gmt":"2026-05-27T05:58:48","slug":"why-we-use-real-people-to-find-your-next-great-hire-and-why-that-matters-more-than-ever","status":"publish","type":"post","link":"https:\/\/www.entree.com.au\/why-we-use-real-people-to-find-your-next-great-hire-and-why-that-matters-more-than-ever\/","title":{"rendered":"Why We Use Real People to Find Your Next Great Hire \u2014 And Why That Matters More Than Ever"},"content":{"rendered":"

There is a question that more and more job seekers are quietly asking themselves after they hit submit on an application. Not am I qualified enough?<\/em> Not will my experience stand out?<\/em> But this:<\/p>\n

Was my application even read by a person?<\/em><\/p>\n

It is a telling sign of where recruitment is heading that candidates now need to ask that question at all. According to Claire Merriman, Lendlease’s Head of Talent Acquisition and Inclusion, candidates are openly emailing to ask: “Did AI reject me?” \u2014 with many feeling their applications disappear into the ether, reviewed by no one. hcamag<\/a><\/p>\n

At Entr\u00e9e Recruitment, we want to answer that question clearly and without qualification.<\/p>\n

Yes. A real person reads your application. A real person responds to your enquiry. A real person advocates for you with the businesses we work with. That is not a feature of working with us \u2014 it is the foundation of everything we do.<\/p>\n

The Rush to Automate \u2014 and What Gets Lost<\/strong><\/h3>\n

There is no question that AI is reshaping the recruitment landscape. It can screen CVs at speed, schedule interviews automatically and rank applicants against keyword criteria in seconds. For businesses managing high volumes, the efficiency case is real.<\/p>\n

But efficiency and effectiveness are not the same thing. And what gets quietly lost in the rush to automate is something that cannot be recovered with a smarter algorithm: the human connection that makes a good hire actually happen.<\/p>\n

Merriman put it plainly: “You can’t AI out the human. How you convince someone to take a job that might pay less, or they might have to uproot their family \u2014 you need a human connection. To get someone to really want to make that move, you need that connection.” hcamag<\/a><\/p>\n

She is right. And it is something we have understood at Entr\u00e9e long before AI became the dominant conversation in hiring.<\/p>\n

The best placements \u2014 where the person stays, grows and genuinely thrives \u2014 are not the result of a keyword match. They are the result of a recruiter who actually knows the candidate. Who has had a real conversation with them. Who understands not just what is on their CV but what motivates them, what kind of workplace they will flourish in and what they are genuinely looking for in their next chapter.<\/p>\n

No algorithm knows that. We do \u2014 because we ask.<\/p>\n

What Human Recruitment Actually Looks Like<\/strong><\/h3>\n

At Entr\u00e9e Recruitment, technology is a support function \u2014 never a substitute for human judgement, conversation or advocacy. Here is what that means in practice.<\/p>\n

Every application is read by a real person.<\/strong> When you apply through Entr\u00e9e, your application lands with a consultant \u2014 someone with sector knowledge, professional experience and a genuine investment in finding you the right opportunity. Not a screening tool. A person.<\/p>\n

Every candidate who reaches out receives a real response.<\/strong> At Lendlease, Merriman noted: “If you email our careers email address, someone from my team’s responding to you.” We operate the same way. The experience of sending an application into the ether and hearing nothing is one we actively work to eliminate. hcamag<\/a><\/p>\n

Every shortlist is built on relationship, not just r\u00e9sum\u00e9.<\/strong> We do not sort candidates by keyword density or algorithmic ranking. We build shortlists based on genuine knowledge of both the candidate and the client \u2014 knowledge that comes from real conversations and years of working within the South Australian market.<\/p>\n

Why This Matters More Now Than Ever<\/strong><\/h3>\n

Candidate sentiment has already shifted. Merriman believes the industry is heading into a period of “tempered AI sentiment” as candidates push back against fully automated processes and demand more meaningful human contact. “I don’t think people want to just be in a streamlined recruitment process,” she said. “They want to feel a human touchpoint.” hcamag<\/a><\/p>\n

This is not surprising. Job seeking is an inherently human experience \u2014 one that involves vulnerability, hope and real emotional stakes. Being filtered and rejected by an algorithm does not just create a poor candidate experience. It sends a message about how an organisation values people before they have even walked through the door.<\/p>\n

The best candidates have options. And they are paying attention to how they are treated throughout the process \u2014 not just after they accept an offer. Outsourcing your recruitment to an AI tool does not give them that touchpoint. Outsourcing it to Entr\u00e9e Recruitment does.<\/p>\n

The Case for Outsourcing to People, Not Platforms<\/strong><\/h3>\n

When a South Australian business handles recruitment internally with AI tools, they are typically solving one problem \u2014 volume \u2014 while creating several others.<\/p>\n

They are assessing candidates based on CV formatting and keyword proximity rather than actual capability. They are missing passive candidates \u2014 strong performers who are not actively looking but would consider the right opportunity if a trusted recruiter put it to them. They are sending every rejected applicant a quiet message about their culture. And they are making permanent hiring decisions \u2014 decisions with real financial and human consequences \u2014 without someone who actually knows the talent pool.<\/p>\n

At Entr\u00e9e, we know the South Australian market because we are in it every day. We know who is ready for their next move, what environment they are looking for and what a genuinely good fit looks like for your team and culture \u2014 not because an algorithm told us, but because we have done the work. That is what you get when you outsource to real people who are invested in getting it right.<\/p>\n

The Human Element Is Not Nostalgia. It’s Strategy.<\/strong><\/h3>\n

We are not anti-technology. We are pro-people.<\/p>\n

Using technology to support administration and improve efficiency is sensible. Allowing it to replace the human judgement and relationships that make recruitment genuinely effective is a different matter \u2014 and one that costs businesses more than they realise, in poor hires, missed talent and quiet damage to their employer brand.<\/p>\n

“When you’re dealing with people, people still want to talk to people,” Merriman observed. That has always been our starting point at Entr\u00e9e Recruitment \u2014 and it will remain so.<\/p>\n

Because the best hire you will ever make is not a CV that cleared an algorithm. It is a person who was known, understood and championed by a recruiter who took the time to get it right.<\/p>\n

That is what we do. With real people. Every single time.<\/p>\n

At Entr\u00e9e Recruitment, we work with businesses across South Australia to find the right people for permanent and temporary roles across more than ten professional sectors. If you are ready to experience recruitment the way it should be \u2014 personal, thorough and genuinely human \u2014 we would love to hear from you.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

There is a question that more and more job seekers are quietly asking themselves after they hit submit on an application. Not am I qualified enough? Not will my experience stand out? But this: Was my application even read by a person? It is a telling sign of where recruitment is heading that candidates now…<\/p>\n","protected":false},"author":17,"featured_media":6610,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[22,18,17,23],"tags":[],"class_list":["post-6607","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment-market","category-news","category-recruitment-industry","category-recruitment-trends"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/posts\/6607","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/users\/17"}],"replies":[{"embeddable":true,"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/comments?post=6607"}],"version-history":[{"count":1,"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/posts\/6607\/revisions"}],"predecessor-version":[{"id":6611,"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/posts\/6607\/revisions\/6611"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/media\/6610"}],"wp:attachment":[{"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/media?parent=6607"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/categories?post=6607"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.entree.com.au\/af-api\/wp\/v2\/tags?post=6607"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}