The Recruitment Landscape 

As an employer, recruitment is everything. That goes without saying. Every recruiter has the same goal: finding learned, loyal personnel with an above average ability to execute tasks and an aptitude for making the right decisions. Now the means that recruiters use to go about finding these candidates can vastly vary. Traditionally, a firm handshake and a conversation was enough for recruiters to decide whether you had what it took to manage the position being offered. But in an age of perpetual advancements in technology, the way in which people communicate and interact has changed drastically. It’s not surprising that this has also changed the game for recruiters and the ways through which they find, evaluate and hire talent.   

Recruiters now can get access to hundreds, maybe thousands of profiles with potential candidates for any given job. With this absurd amount of data available, you would think the recruitment process would be simple; however, finding the right candidate is often more problematic than it may seem. Sure, you can browse through hundreds of digital profiles, but even if you think you’ve found the right candidate, is his or her profile a true representation of their qualifications and ambitions? Even if they are qualified, what says they’d even be interested in the position? When it comes down to it, how does one know if a candidate is going to be the perfect fit?  In this post we will discuss the challenges and potential solutions to these issues.

How Recruitment Has Become Digital

Up until now the recruitment process has been simple.  First, let’s make a certain distinction very clear, recruitment is different from selection.  Recruitment refers to the hiring process of not only posting a job listing but also attracting, finding, and engaging with potential candidates. This is a precedent to the selection process which consists of evaluating candidates based on certain criteria, resulting in hiring the best among these candidates. These two processes go hand in hand; execution of the recruitment process will allow the selection process to yield success. These actions are interdependent and while selecting might come easy to some, being able to make sure you have the best pool of candidates to choose from is of utmost importance.   

Currently, recruiters resort to using specific metrics which serve as filters that weed out potential candidates online. These metrics use certain qualifications or “buzzwords” that resumes might contain, and the recruiter then seeks to interact with these candidates by means of either email, LinkedIn or whichever other channel seems appropriate. While this process seems reasonable there are many issues which can arise. For one, online recruitment might yield a vast amount of responses, which is problematic because even though you can weed out the lesser qualified candidates, it is nearly impossible to track how interested these candidates truly are, using traditional “cold – calling” methods. Plus keep in mind that candidates also have access to plenty of resources providing them with a vast number of job listings, quick “click and apply” options and fast response rates, which means they can easily apply to many jobs they don’t really care about.  

Pitfalls of Online Candidate Sourcing

Having access to so many jobs that they can apply to easily allows candidates to put themselves out there, regardless of whether they are actually interested in the companies they are applying to. Of course this is problematics for recruiters since they don’t know if the interest is genuine or if these candidates are even ready to have a conversation about getting hired.  

Not finding a good candidate leads to early termination and early termination often results in a loss of thousands of dollars for the hiring company, due to the training and time expended on that candidate. This metric is known as first-year attrition and helps explain the necessity of choosing the right candidate. Another aspect that can hinder recruiters is the time they spend finding the right candidate. Typically during the recruitment process, from the pool of however many candidates, half make it past the resume screening. From there the next step involves employers asking candidates to take an extra action, which increases their interest, and normally half of those are given interviews. After that, a select few get invited to an executive interview, and finally an offer is given. While this process might yield good results, it can take a lot of time…and more time undoubtedly means an increased amount of cost. If only there was a way to expedite this process, making the recruitment methodology more efficient and successful. The answer to this, which correlates with the advanced utilization of AI, is investing in an ATS otherwise known as an Applicant Tracking System. With this system you track candidate behavior and get more insight as to whether a candidate is the right fit for the job description.

The Future of Online Recruitment

The future for Applicant Tracking Systems is bright. It offers many possibilities for enhancing the process by which employers choose candidates for their job openings.  A new development which is quite interesting is the tracking of candidates’ usage of relevant links within the company’s website and related interfaces.  Candidate ID is a great example of a company utilizing ATS and single-handedly changing the manner in which recruiters get informed and make decisions.  The technology uses SaaS solutions to track, manage, and arrange the way in which a candidate responded to a job listing.  This tracking technology of candidates’ behaviors is game changing. Not only will recruiters be able to gauge candidates’ interest to new levels, the recruiter will now have an arranged list of candidates and their correlated attentiveness to the job listing and related information.  Recruiters now have a more select pool of valid and engaged candidates to choose from, thus eliminating hassle, time, and -most importantly- reducing cost of hiring. This method is great for tracking interest, and when combined with other more traditional methods of recruitment, selecting the perfect candidate will be effortless and, in many ways, automated.  

How can you stay ahead of the game?

However, this does not always provide the best method for picking out the right candidate.  Yes, qualifications and experience are important, however it might not always produce the best “fit” for the company. Another major issue with digital recruitment is that there can sometimes be a lack of personal touch. By this I mean we become too reliant on data, artificial intelligence, and who says what or is connected to whom on social medias, that we forget how important personal contact is. Only then can you as a recruiter really determine if a candidate is great for a job and although you can get a sense of how someone carries themselves online, those online personas can be very deceptive. The best way to combat this would be to kick it on back to old school recruitment methods.  Meet for coffee, contact prior employers and references, and evaluate your candidate choices.  

There is of course a happy medium here.  ATS will bring efficiency and cost saving processes, which in the long run will be extremely beneficial for companies and recruiters.  But what’s even more beneficial is finding the right candidate who will help the business flourish and who will stick around for the long run; this too will save a whole lot of money (and of course time).  Be patient, be smart about it, and use your resources. The right person for every position is out there waiting to be hired!  

Is ATS the future? Yes. Will it help immensely in the recruitment process? Of course.  Does it solve all the problem? No, but it certainly reduces the hassle. Remember to use tools that enhance your capabilities as a recruiter. Candidate ID accompanied with other recruitment technology is probably one’s best bet.  These are an example of resources –besides Candidate ID- a recruiter might consider helpful when trying to find the right personnel: 

  • A recruiter should also consider publishing content expressing interest and job descriptions on professional discussion forums as found on RICS or indeed.   
  • Also expanding one’s network and professional credibility on social networks is increasingly becoming more and more important.  A great resource to help maximize a company’s engagement, reach, and social proof would be to utilize Jarvis, a social tool which helps a company share the right content to increase traffic through its website/social media channels.   
  • Look for an outlet which will best connect the business to compatible candidates.  If you’re an accomplished business in Prague looking for young talent within that workforce, CitySpy Prague is an excellent place to market a job listing and be heard.   
  • Lastly, use your people skills and personal intuition.  Yes, online resources are incredibly helpful but nothing compares to the impression and sense you get when interacting with someone in person or through the phone. Speed hiring events are hosted by V6Talent Management and partners in Prague, to bring the very necessary human aspect to the automated recruitment process.. 

Ultimately, the best advice is to rely on automation but also trust your recruitment instincts, evaluate the candidate’s capabilities, understand their desire to work for the company and use data to support your claims. V6Talent Management is here to help you achieve that through its suit of recruitment tools and vast hiring experience.  

By: Sebastian