Once largely grounded in face-to-face interactions, the recruitment industry has steadily become more and more reliant on technology. Thus, recruiters must continue to adjust and accept new tech as essential to staying current in the ever-changing recruitment game.
In recent years, the recruitment space has undergone some serious changes, and this transformation doesn’t show any signs of slowing down or reversing itself. Gone are the days of paper resumes and help wanted ads in the newspaper – we appear to headed for a future that’s almost entirely digital.
However, regardless of the mechanisms used, recruiting has always been a field that’s primarily about person-to-person interaction. Growing businesses always count on recruiters to entice potential job seekers, keep them interested throughout the interviewing process, and then fight for a potential job offer.
Recruiters in turn have relied on their people skills to vet candidates and pick out the best candidate(s) of the bunch.
Nowadays, the onslaught of internet job boards, social networking sites, and industry apps has left recruiters struggling to find a balance between these innovative technologies and the ever-important element of human interaction.
Technology Changes Everything
A lot goes into a recruiter’s vetting of potential candidates. They want to see qualifications, of course, but they also want to get a feel for an applicant’s personality and see how they connect. And this need for interaction gets dicey when the parties only communicate over the web.
Neil Clough, managing director of sales recruitment at Prime, explains for OnRec how evaluating candidates is done most effectively face-to-face. only 7% of communication can be gleaned from what we actually say.
For recruiters, this means that no matter how amazing someone seems on the screen, meeting them in person still represents an essential step in the process.
Reaching applicants has never been easier, with social media channels and online job boards providing recruiters with easy access to thousands of resumes. And at the same time, candidates can contact hiring personnel just as quickly. In turn, recruiters receive an exponentially greater number of resumes daily.
That all sounds great, but in reality, this all turns into something of a catch-22: a larger candidate pool is great, but not if you have to interview every single member of it.
Ryan St. Germaine confirms on Jobcast that “the challenge for many recruiters is the sheer volume of potential candidates, plus the large number of social media channels available. It is therefore important to not just use technology for technology’s sake, but to use it wisely and productively.”
Video interviewing software offers the best of both worlds, promoting efficiency for recruiters while allowing for the right amount of “physical” interaction. Using this technology, recruiters can easily shortlist the best candidates for an in-person interview.
Don’t Get Lost in the World Wide Web
Customizable video interviewing software allows recruiters and hiring managers to meet with potential employees virtually yet in a true-to-life setting, saving time and money. That said, recruiters must remember not to get lost in cyberspace and only use this software as a jumping-off point, not a replacement for the real thing.
An effective video interviewing platform can help you narrow down the talent pool to just the very best candidates. Then comes the time for you to bring them in for the all-important in-person interview.
That said, as recruiting evolves, it’s essential for businesses to adjust their policies and practices quickly to keep up. And when it comes to adapting in this highly competitive job market, time is always of the essence.
Utilizing video interviewing software and other technologies streamlines this process, allowing companies to conserve resources while quickly finding the best candidates.