Recruiter Technology, Why Recruiters Have To Embrace Technology

I’ve been in recruitment for more than fifteen years and am a real believer in using good technology inside the recruitment process. It has brought me to really make it a pursuit to keep informed of the items sources are now being developed making on we’ve got the technology front within recruitment.

I’ve therefore conducted continuous and extensive research in this region and also have tried developing software and tools specific to the industry.

This brings me for an interesting subject that has show up again and again within my research and discussions with plenty of recruiters, I am certain all recruiters have discussed this long with much passion at some point. The substitute of recruiters and also the recruitment process by technology!

I’ve been told by some clients in addition to recruiters that some feel our days are numbered, as technology, for instance on-line job portals / boards, both general as well as in-house developed will quickly replace us.

They are my ideas and findings about this issue:

Technologies are fantastic! An excellent source of Recruiters and really should be accepted with open arms.

Many recruiters fear so much technology, they’d still prefer to utilize switch cards and state that anybody using technology isn’t a “Real Recruiter”!

My experience is: ignore technology and “Real Recruiter” or otherwise your company is condemned, it won’t progress far to return like a viable entity. You’ll be replaced.

Technology isn’t a substitute for recruiters however a effective tool to help us, make us more lucrative, provide us with more achieve, make us more competitive. We ought to (actually must) welcome it as being a number of other industries and professions do. The number of accounting packages are out their that may and in some cases do “replace” accountants in a few aspects, the interest in accountants continues to be high.

How come we so insecure about our industry!

I know that recruiters and also the recruiting industry has had a battering more than a lengthy period only one factor we’re not able to doubt is that we’re necessary, actually essential! We too will always be sought after – even when some folk prefer to inform us otherwise.

I’ve had clients try their very own portal / on-line database, simply to understand how difficult the recruitment function really is, mainly their very own portals only produce more work and fewer recruitment success, because they get piles of responses, many whom they are able to never use, however they still need manage.

They often return for help, even if it’s using their own portal being an additional tool.

Recruiters ought to be getting into first, begin using the superb technology available, become recruitment technology experts after which make use of this understanding to your benefit, sell your understanding of recruitment technology tools for your clients, allow it to be an additional help to your customers.

If clients desire to use technology in recruiting we ought to encourage it and become involved while making decisions and choices regarding which technologies are most appropriate. Introduce these to technologies making use of your expertise. This might appear just like a bad business method of individuals who feel they’re at risk of losing their jobs to technology, however if you simply explain and show your customers how a mix of the best technology plus a knowledgeable recruiting professional will make the most preferred results, then you definitely maintain control, you lead the procedure, you’ll be able to be a vital area of the recruitment process.

This really is better then attempting to persuade them to not use recruitment technology or simply awaiting your company together to possibly shrink because they find appropriate technology themselves or look for a recruiting professional who’s prepared to guide them within this process.

Developments in recruitment technology are inevitable and actually very essential to ensure our industry, along with the market generally, thrives. We’re not able to have archaic recruitment processes trying to maintain modern market hr demands.

So, lets encourage more development by researching and taking advantage of the various tools and technology open to us, only using the technology will we allow it to be viable for that developers of those tools to carry on enhancing and fine tuning to match our needs and requires. In the end we’re the recruiting experts and really should therefore function as the primary cause of how scalping strategies operate.