In our last blog article, I discussed the importance of CVs in today’s digital age. While I believe CVs are a vital part of the recruitment process, the method in which they are being delivered is changing e.g. LinkedIn is now your online CV.
Recently, I came across an article on LinkedIn that discussed that recruitment as we know it is dying. I would like to argue that recruitment is not dying, it’s simply evolving.
Recruitment fifteen years ago
When I first started in the industry fifteen years ago, I had a database I’d use to search for candidates. As there was no cloud technology, the recruitment game was all about building the biggest database. There were no candidate tracking systems readily available so the whole recruitment process was very manual. These days everyone has a database – LinkedIn.
Digital communication is now a normal form of communication. It is expected that recruiters will look at a candidate’s LinkedIn, Facebook, Twitter and Instagram profiles as a standard part of the recruitment process. However, we do have to tread carefully in this area, and be mindful that some of the information provided on these profiles may not necessarily be accurate. And of course keep in mind people do have a life outside of the work environment.
The recruitment process now has a digital footprint and the ways by which we do things have changed dramatically and continue to do so. One thing that hasn’t changed is it’s still all about relationships. You can have all the tools and technology at your fingertips, but in our industry, building strong and lasting relationships is what matters the most.
At Hello Monday, we still believe in the traditional means which includes:
- Face-to-face meetings and phone conversations
- Treating people with respect
- Open and honest communication
Digital communication definitely helps with the recruitment process e.g. shortlisting candidates, posting adverts on various job boards and social media channels. However, it’s important to note that candidates may look good on paper/digitally but may not necessarily perform well in an interview. This is where I also find it vital to work closely with our clients. I like to get to know and understand their business so we can attract the right type of people for the role. This helps to minimise the hiring risk for both candidates and clients. Ultimately, the right team and the right team fit are essential to the success of your business.
Recruitment is not dying by any means, our strategies and the external environment may change, but the fundamentals remain the same.
If you have any questions about the recruitment process, please do GET IN TOUCH.
By Will Allan