They get a bad rep, but love or hate them, recruiters are here to stay. Although you don’t need to be mystic meg to know that they won’t look ‘the same’ for much longer.
Did you know that snakes evolved from having limbs to the limbless slitherers we know today? The result led to increased agility, and the ability to manoeuvre in a way they couldn’t before. The head in the sand approach wasn’t a scenario that the snake’s evolution was prepared to take, so why should recruiters be any different?
“Help, the machines are taking my job!”
The truth is that the machines ARE taking your jobs. They’re taking the jobs that can be automated. Tell me, did you really want to spend the 90,000 hours over your lifetime completing the tasks that could have been automated? Chances are that if there was a simpler way, you’d be doing it already. Spending the rest of your time (saved by automation) putting your creative or human-based skills to better use, results in greater job satisfaction and an increase in innovation. So, as long as you’re onboard and ready to develop your skills… what’s not to like?
Currently, the hot topic in recruitment tech is Artificial Intelligence (AI). It’s no secret, but we’re crushing on Pocket Recruiter HARD. With good reason though. Whilst AI isn’t just a tool, it’s an essential member of the team. It’s software that can augment your recruiters, powering up your businesses to evolve its service offering. BUT there’s much more to the picture here… It’s one thing having a killer AI-powered self-learning search and selection tool, it’s another thing to apply this to your talent tech-stack and how getting it right could redefine your entire business.
Talent tech-stacks, more than just AI
Not sure what a tech-stack is? Take all your tech, make sure it forms an end-to-end process (or journey). For ease, this blog is just going to discuss the ‘front-line’ of recruitment, from attraction all the way through to interview. There is obviously a whole other part to the journey, especially when you start to take into consideration compliance processes for example.
With tech-stacks the trick is to follow a few rules: 1) avoid duplication, 2) the tech should be awesome and effective, 3) it serves a relevant purpose that makes life easier for your employees, customers or business. Tech-stacks generally increase efficiency and free up time for consultative, problem solving, innovative roles.
With regards to the ‘front-line’ recruitment, your talent tech-stack could look a little something like this…
Using the right tech, you can fully align each piece with your talent acquisition journey, whether it be agency or in-house. But, as mentioned before don’t stop here, consider how the other moving parts of your business may need to be integrated within this tech-stack, what efficiencies can the right tech make for your business?
As a start, you can attract using HubSpot’s marketing tools, write better job adverts with an augmented writing tool like textio. Engage with candidates and simplify the initial conversation using chatbots like jobpal, sending interview requests with calendly. Source, search, match and select with Pocket Recruiter, find the best candidates (regardless of race, age or gender!). Assess and shortlist via interviews through odro and candidate pre-employment assessment via tools like eSkill. Then finally, obtain the honest candidate feedback required in order to evolve and adapt the way your business and recruiters operate using feefo candidate reviews.
Talent tech has become much more than your average applicant tracking system (ATS). It helps to remove the ‘grunt work’ from recruiters lives, freeing up time for true talent advising for both clients and candidates alike.
Despite the power of the right tech-stack, you’d do well to heed the warnings if you’re expecting tech to be a cure-all ‘silver bullet’. Recently, Sarah Howard wrote ‘with tech, recruitment should be 90% consultancy & relationship, 10% tech stack management’ she explored why tech is recruitment’s fall guy, especially where businesses with bad processes and habitual mentalities expect tech to solve all their problems. She ends on how recruitment (even with all its bells and whistles) will always remain at the will of the recruiter and their ability to create true human connections.
Don’t be afraid to catch feels…
Let’s be brutally honest about how the current recruiter ‘looks’ like right now: they’re commision-focused, often stacked up against high targets. This results in poor candidate satisfaction, and clients may find that they’re not getting the right calibre of candidates due to limitations of resources and underperforming recruiters.
Whether they’re a recruiter who smashes targets, or one who is fine with just doing OK, introducing talent tech-stack’s is likely to be met with a strong resistance to change that will have to be addressed. Recruiters will be challenged to give up their habits and hand over the power to ‘the machines’ will give them the time to evolve their role to lend more dominantly to that the candidate experience and client requirements. This is a huge opportunity for recruitment businesses to eliminate the ‘cv-sifters’ of the recruitment world and empower the recruiters that genuinely want to succeed. Truly innovative recruiters will see the power in how tech will give them MORE time to sell, rather than seeing it as a blocker. Leaving behind the underperforming process orientated recruiters who are a drain on resources.
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel,” writer Maya Angelou
Where does this leave the future of recruiters?
Well, when talent-stacks are truly implemented, there will be a need for a different ‘type of recruiter’. The second evolutionary state where the recruiter’s focus shifts from commission, to candidate and client satisfaction. The result is a more human, expertise-driven consultancy based recruitment service.
If we start to switch up the skills we hire and develop recruiters with, we may just find that this is the answer. Especially, for recruitment businesses looking to take a proactive approach to this tech-fueled shift in recruitment. Finding people most likely to embrace the skills that employees will need in the fourth industrial revolution will give recruitment businesses and internal recruitment functions the platform to prepare for the inevitable change