If I Were Running A Company…The Future Recruiter

I discuss the issue of high cost of tuition in college and that it is difficult for a recent graduate to not only find a job, but repay their huge student loans. There’s another issue at hand: supply and demand. There are a lot of college graduates, but few positions are available.

This is where the “war for talent” comes from. Recruiters are looking for skilled workers via sourcing, job boards, networking and other methods. The good news is there is a lot of talent available. The bad news is the recruiter has to select one (if you’re lucky, two) position to fill. The thing is most of the hires are from the same people within the profession and industry.

As I mention in a previous post that people hire within their networks, not hiring the best talent available. The reason being is recruiters and hiring managers are comfortable of what they know and not go into the unknown. They rather make the safe pick than the best pick. Most recruiters see everything by face value only and don’t include the individual’s intrinsic value. Most recruiters want to see titles and certifications to see that you did something, which I think it’s lazy. Sure, certifications tell that you learn and have knowledge of the subject, but it doesn’t tell you use it in practice.

In a changing world, people want to see you know the subject, you had practice with the subject, and if you can collaborate. Knowing the subject is easy to tell, practice can be determined by results, but collaboration might or might not happen because of the chemistry. People can say you want to reduce risk of the hire, but hiring is always a crapshoot. The hires will work if everyone buys into him/her from the start, although there can be some hesitation, which is human nature.

This leads me to the future of recruiting. It isn’t an ATS, technology, social media, sourcing,  a better job board, a hologram, or something else. The future is recruiters opening the door. The candidate experience is beyond the job advertisement or the best ATS that breaks down everything. It is you and the job applicant talking about the position. Recruiters don’t have to give a lot of information, but they need to communicate better with applicants. They need to give reasons why they didn’t move on if asked. It gives an applicant motivation and content to learn what to do next and helps credibility for yourself and the company.

One final thought that is very important to remember is all hires are subjective.  Their judgment is not an universal opinion; it’s an opinion of the individual(s) and company’s view of the applicant. We are going to offend someone, it is how recruiters/hiring managers tell it to the applicants that could prevent it to a potential disaster. Applicants understand there is only one slot, we need to do a better job telling them why they weren’t the one and keep them in our pockets when an opportunity arises.

Basically, the future in recruiting is always been the same: better engagement. We have the tools for it; it is now up to recruiters how to better utilize those tools.

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