As we step back and take a look at the talent acquisition environment today, I suggest that a strong recruiter and a well-utilized HR technology platform are no longer mutually exclusive. The two worlds have collided, and the balance between the use of the technology (posting, sourcing, campaigning, tracking, assessing, dispositioning, inviting, scheduling, closing, updating, etc.) and the actual candidate-focused, interactive recruiting activity (evaluating, cold calling, engaging, corresponding, nurturing, asking questions, answering questions, networking, hand shaking, introducing, smiling, etc.) has become the crux of the recruiting profession across all industries and geographies.
Even the most impressive recruiter can only be as effective as they are organized. Since keeping track and remaining compliant is pertinent in this fast-paced recruiting environment, even smaller organizations are investing in applicant tracking systems (ATS). As referenced by Workforce.com’s article, “Smaller Companies on an HR Tech Buying Spree,” the variety of tools accessible to organizations of all sizes has exploded with the transition to web- and cloud-based software solutions. Many are new tools developed by companies focused on delivering value to smaller organizations that have been overlooked by the major ATS and other software players in the past.
Admittedly, during a Google search of the term “ATS SAAS” I did not recognize three of the first 10 results! I also had to laugh at some of the more amusing results I found including: HireRabbit, The Resumator, JobDiva, Jobkitten and TeamWorkOnline. Capterra.com provides a list of 255 ATS products. And although the design of these web-based tools has made it easier to incorporate additional functions, including embedded CRM capabilities, additional accessibility features such as video interviewing and work-flow incorporated assessments, there is still a bevy of standalone recruiting-focused CRM and recruiter support tools in the market as well. This proves how commoditized the HR technology sector has become and explains why recruiters are required to adapt and adopt the capabilities of these types of tools to further enable their strategies.
While these technologies are becoming more accessible and affordable, the value of a skilled recruiter cannot be forgotten. There is no argument that such tools are an exceptional way to further enable recruiters – and they are typically positioned to allow a recruiter more time to have human interaction with candidates to evaluate the skills, experience, goals and cultural alignment. Even as assessment capabilities and artificial intelligence help identify qualified candidates more quickly and easily, the sales aspects of the recruiter’s role become even more important.
In my personal transition from a recruiting role to a sales role, the skills and strategies that should be utilized to determine not only if the candidate is right for the position, but also how to position the opportunity so it is right for the candidate have become even more apparent to me. Deep discovery questions and active listening skills are integral parts to helping prepare for those “selling” conversations. It is still necessary to take the time to determine what has previously caused dissatisfaction, the personal and financial impact that would take place, uncover short-term and long-term goals, and be prepared with examples of how your organization can support those.
I believe the human interaction is so valuable, that I would venture to say there may be even more opportunity to harness it. In the future, I imagine an additional persuasive tactic would be in appointing internal references – brand ambassadors of sorts – to support recruiting and align with candidates’ experiences and goals. These people may even be able to become mentors to new members of an organization.
Computers will not replace recruiters – the recruiting profession will remain an essential part of any organization as long as people are needed for the business to operate. People hire people. The types of skills and strategies that make a great recruiter don’t come packaged in the newest software solution pitched to the company. So, although technology is often a necessary investment, what type of investment is being made to further develop the skillset of the recruiters who are the human element of your organization?
This post was contributed by Matt Knight. Connect with Matt on LinkedIn or @MattKnightJr.