2015. Recruitment tools – we have plenty. Too many? Maybe.
There was a time (before my era, mind) when recruitment was about a few simple things… people, getting to know these people, building a network and connecting this network with opportunities at your company (clients if on the agency side). Over simplified? Yes. Is this simplistic view compatible with modern recruitment?
Today’s market, particularly in the world of technology, sees the candidate in the driving seat. As recruiters, our task of finding and attracting some of the best talent that our employers demand is harder than ever. This has of course led to the rise of what I call ‘The (Recruitment) Tool Army’!
‘Recruitment is broken’ they say? Fear not; let’s build a host of products that will solve everything! Buy this and your life will change forever.
I’d like to think that as recruiters, we’re not all so gullible, or are we?
I’m not going to waffle on about what tools are good and what aren’t. There’s too much debate on that subject already and there are too many tools to cover. My gripe is with some of my fellow recruiters. As part of my job I speak to a lot of candidates, I also speak to a fair few recruiters. Some truly excellent ones. These are the ones who really get what is required and actually execute on it by trying things that others can’t or won’t.
There are unfortunately others who have forgotten what this job is actually all about. Recruiters use tools and moan when they don’t instantly solve their problems. Why would you rely on it to take your place in recruitment?
Have we lost sight of what’s really important?
I think we have to an extent. Professional and successful people want to surround themselves with smart people, they form communities of like minded people. Why? Because they continually want to learn. We, as recruiters, need to follow suit. Developers have communities, so do doctors, mathematicians, marketers. There’s no excuse not to.
So what should we do about it?
Go back to basics and have a desire to learn. When I think about recruitment and what it should involve there are certain things that come to mind:
- Hard work
- Good Timing
Think about how you would want to be approached and consider the mindset of a candidate. In the context of someone’s career they only interact with recruiters for a very small portion of that. Go to great lengths to ensure that it’s a good experience. Through showing somebody respect and that you’ve bothered to try and understand what they do you’re far more likely to get their trust. If you show you care and want what’s best for them how could somebody not appreciate it?
Learning – build a community with fellow recruiters. Some have really great advice and experience that they are only too happy to share. The London startup community is one place where this is happening. A group of recruiters are doing more to learn from each other and more importantly give honest feedback (through events).
The ‘War on Talent’ is not just one of skills shortages and competition. For recruiters, it’s also about reclaiming ground. Tools are there to complement us, not do our jobs for us. Be prepared, transparent, go to events (if you’re brave enough, speak at them – it’s worth it!) meet your candidates and get to know them.
Show understanding and a willingness to learn and people will respect you. Use this as a base and build from there. Utilise the tools you have to make things a little easier. Don’t become the ‘tool’ who blames everything else when they don’t succeed.