Here we are. Blog 3 of the series. We all know that COVID has flipped the staffing industry on its head, but the way we have responded has shown that the situation can be remedied. The focus needs to be on developing candidates, but also retaining and redeploying them – once the relationship is built, it should be maximized. Recruiters learned how to use technology to hire, interview, and onboard remotely. As they return to the office, those same automating and streamlining technologies will help them to become more efficient.
“I’m a big believer in utilizing technology for efficiency,” says Tom Erb, President of Tallann Resources. “What are we hiring recruiters, salespeople, account managers, and sourcers for? For the skills they bring to the table. The jobs are part art and part science, and if the science part can be automated, that frees up the individual to focus on the art.”
I've said it once. I've said it twice. AUTOMATION IS KEY! This time think intelligent, automated candidate sourcing, or automated emails and chatbots for candidate communication and engagement. With the more mundane tasks taken care of, the recruiter can concentrate on the more artistic and skilled human side: interviewing, screening, and identifying skill, attitude, and cultural matches.
“We don’t want technology to replace the human touch,” explains Erb. “We want to facilitate it, reinforce it, and enhance it.”
In such a competitive industry as recruiting there’s no room for hesitation in technology adoption, argues Theresa Balsiger, VP of Candidate Relations at Carex Consulting Group. “You need to try things out. If it looks like it could be a value-add, give it a go. We tried an AI sourcing tool and it was a disaster… but it gave us a clear idea of what that type of tool needed to be, and what we needed of it.”
Next up in this series we will discuss what it takes to be a successful, modern recruiter i today's society. Take a look back on what we have already talked about in this series: