Talent Circles

Wednesday, April 2, 2014

When Should You Automate Your Recruiting & Candidate Conversation?

By Jessica Miller-Merrell

There is a current trend happening in HR Technology and I am wondering if it is helpful or more of a hindrance to the world of recruitment. As we shift towards using automated tools, searches and other technologies designed to improve our roles as recruiters, has our reliance on technology created barriers that stifle prime opportunities to build relationships with key candidates?

We receive alerts when candidates who match our specific criteria upload their resume to our favorite job boards or when someone views our professional profiles on LinkedIn. As recruiters we are overwhelmed with candidate information, profiles, and processes that were developed to make our work function easier. Technology is supposed to make our efforts more efficient and effective, freeing us up to allow for more meaningful activities. As recruiters, this means carving more time and opportunity to meet with qualified candidates, engaging in a more personal one on one setting.

However, has today’s technology created barriers to unique and original conversations between your best new hire and the recruiting team? Has the opportunity for growth in the hiring process been stifled as the possibility of meaningful conversations start and die as quickly as an alert pops up on our smartphones?

If you are finding that you and your recruitment team have fallen heavy on the tech side instead of the human side of HR, perhaps I can help provide some answers to how to best bridge the gap between the HR tech and human side of recruitment.

How are successful recruiters balancing automation with truly meaningful conversations that lead to a thriving hiring process?

Those who understand the full lifecycle of talent recruitment and relationship development are the ones who you will find engaged with a variety of professionals at networking events or job fairs. Balancing the face-to-face interaction with the tech tools and screen is critical to success.

Are leading organizations missing critical moments to make their company’s value propositions unique?

Company career pages can be an excellent tool to educate the masses. However, it is important that the recruitment team is also well versed in the competitive advantage points represented by their company so that they can tailor the value points in the individual conversations they have with candidates.

What are some unique ways that technology is helping to cultivate meaningful relationships with candidates today?

No doubt, social media tools like LinkedIn allow recruiters to stay connected with candidates and have ongoing updates on big career moves. In addition to the typical HR tech tools and talent networks, recruiters may want to consider plugging in to non-conventional tools like Pinterest, Instagram and Slideshare. These can be highly visual and provide insight quickly into the personal interests and professional roles of specific candidates.

When should recruiters begin to engage with candidates and where can the meaningful conversations happen in spite of the technology traps? 

Technology provides many valuable courses to engagement. I talk about social networking a lot. Why? Because they are excellent sources to find a rich pool of candidates that share values and interests.

Of course, LinkedIn groups and TalentCircles groups are great formats to engage with candidates. However, Instagram and Twitter can also provide a networking opportunity. In fact, recruiters may enjoy the interaction with candidates who share similar non-career interests. By searching and getting involved in chats about gardening or reading on Twitter, many opportunities can open for meaningful conversations that lead to an ongoing relationship.

The secret to success for today’s recruiters using technology to engage with candidates is this: Recruitment is not a one time point and shoot activity. Successful recruiters understand that when there is a sudden vacancy that requires a specific candidate, that there should be a talent pool of candidates already formed, and relationships with them must already be developed.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s is the Chief Blogger & Founder of Blogging4Jobs. You can follow her on Twitter @jmillermerrell

1 comment:

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