Recruiting using personality and culture fit can be a challenge without human intervention, as these qualities are often difficult to assess without the ability to directly interact with and observe candidates. However, there are a few strategies that organizations can use to try to assess personality and culture fit without relying solely on human judgment:

1)Use online personality assessments: There are a number of online personality assessments that candidates can complete as part of the recruitment process. These assessments can provide insight into a candidate’s personality and how they might fit with the organization’s culture.

2)Use structured interviews: Structured interviews involve asking all candidates the same set of standardized questions. This can help to reduce bias and ensure that all candidates are evaluated based on the same criteria.

3) Ask for references: Asking for references from previous supervisors or colleagues can provide insight into a candidate’s personality and how they have fit into previous work environments.

4)Look for alignment with company values: When reviewing a candidate’s application materials, look for evidence that they align with the organization’s values and culture. For example, do they mention experiences or activities that demonstrate a shared commitment to diversity and inclusion?

It’s important to note that these approaches may not be as effective as directly interacting with and observing candidates, but they can still provide valuable information that can help organizations make informed decisions about fit.