We went to a conference recently that talked about Technology and Recruitment. It was very interesting and made some excellent points. We were certainly intrigued by some of the ideas around creating and using Mobile Recruitment Apps and as a business that blogs, tweets, broadbeans and Links In we could hardly be accused of being Recruitment Luddites.
One thing that really came across though was that a lot of the new Recruitment Technology is aimed at increasing the volume of applicants. Recruitment Apps, Linked In and others all make it easier to apply for jobs.
We have also noted many a discussion on Linked In and Twitter bemoaning the lack of human contact, an increasingly poorer candidate experience and the ‘rise of sectorism’
In our opinion the 2 are linked.
The drive to make applying for jobs easier means that more people apply, the more people that apply for jobs the more recruiters (in house and third party) have to skim read CVs and so the more they let you down.
None of the Technology seems to be encouraging candidates and recruiters to build relationships and take the time to get to know each other. We know that businesses are investing time in building ‘Talent Communities’ online but we also know that the main focus remains attraction. So it remains easy for outstanding candidates to miss out on great roles because they don’t tick all the boxes.
So we have made a decision.
We will remain engaged in all Social Media channels and we will continue to invest in technology as we look to attract the best possible applicants for new roles. BUT we are also keen to state that what we will do first is look to our database of known candidates as we look to fill our roles.
We believe that both the companies that we recruit for and the candidates that are registered with us will benefit from this more personal and recommendation focused approach.
So you can expect
- That the first place we will post adverts is on our LinkedIn group.
- That we may not post all of our jobs as adverts if we are confident that the ideal candidate is already known to us.
You could call this a ‘Loyalty Bonus’ but we actually view this as Good Recruitment practice; Get to know your candidates, work out what makes them tick, know what jobs they will suit and recommend them.
This is adding value in a way that advertising a job, checking a CV against a list of key criteria and passing them to a client never will.
Wright Solutions is a specialist HR Consultancy.
We attract, place and develop the highest calibre candidates in
Executive, HR and Learning & Development roles.
Our service is more than recruitment with our training solutions that
give Leadership and Management teams the competitive advantage for today
and tomorrow.
No comments:
Post a Comment