High-Volume Recruiting: Yesterday, Today and Tomorrow
By Aida Fazylova
Prior to the interference of technology, recruiting used to be much “simpler.” Simpler in that there weren’t a ton of choices in technology, tools or tactics, so employers used all the same or only slightly varied approaches.
Today, with an inundated HR tech space and a multitude of emerging best practices, things have gotten a little more complex. This is especially true for high-volume recruitment where hiring teams feel a pressure to find more efficiency and produce better results. Of course, the real challenge is staying ahead of the game.
What direction is high-volume recruiting going and how will your strategy have to change to stay current? Let’s start by reviewing the past…
Yesterday’s Recruiting Methods
When it comes to old-school recruiting, most people think of classified ads, paper applications and faxed resumes. In the past, recruiters mostly needed to focus on being where active job seekers were. Placement in the Sunday newspaper would surely mean an influx in resumes and potential hires.
Always a people-focused business, recruiters networked, took business cards and depended on Rolodexes. The phrase, “filing a resume away for the future” literally meant placing a document into a folder within a filing cabinet for another opening. That was the approach because the tech available and chosen was usually the telephone and in-person meetings.
The push for more and better talent wasn’t as fierce then. Both the silent generation and baby boomers were keen on staying with organizations for the long haul. It wasn’t uncommon for employees of those years to remain with a company for decades, potentially the entirety of their career. Then, hiring a candidate could mean hiring an employee for 30 or 40 years.
Today’s Complex Recruiting Space
Today though, candidates are moving positions at faster rates, fielding competitive employment packages and moving up the ladder by changing companies and industries. In the U.S., unemployment has hit an all-time low. The U.S. Labor Department reported in March 2018 that there were 6.6 million job openings and 6.6 million Americans actively looking for roles. Everyone from job seekers to passive candidates are watching tons of potential jobs come available.
Candidates are in the driver seat, looking only when eager to move up or on and demanding better experiences during recruitment. In fact, 78% of candidates believe that the recruitment process experience is an indicator for how a company values their employees. Candidates do not brush off low to no communication anymore. If an employer doesn’t provide application or hiring process updates, it not only lowers reapplication rates, it affects the chances of connecting with that candidate’s network.
To respond, recruiters have to work quickly and accurately. Skilled talent is sought after and there is no time to waste. Any inefficient or poor process could mean losing highly-qualified candidates to the competition. Technology has both provided answers to this challenge and created more obstacles.
Automation through tools like applicant tracking systems help source talent before they apply, organizes applicant information for future reference and speeds up the entire process both internally and externally. In the past, automation might have been considered disingenuous, but now, candidates expect immediate confirmation and welcome bulk replies…especially if the alternative is no reply at all.
Tomorrow’s Candidate-Focused Recruitment
Candidates live in a mobile world and want their job search and application to match. Glassdoor found that 89% of job seekers see their mobile device as an important job search tool and 48% believe it will be the most common way to find a job by 2020.
And with the emergence and popularity of smart home devices, people are growing even more comfortable with tech intervention. This has long included consumer purchases with 48% of consumers preferring live chat conversation over other avenues, but has also translated to their professional search.
Above all, candidates will expect better and more on-demand communication. One study found 60% of candidates say better communication throughout and after the application process would make an impact on their overall feeling of the employer. Tech like effective recruitment chatbots will offer a solution that won’t overwhelm hiring teams. High-volume recruiters will benefit most from this trend because acceptance of tech like chatbots and automation mean more efficiencies without jeopardizing the employer brand. In some cases and with the right tools, AI and automation adoption can improve the process.
About Aida:
Aida is the CEO and Founder of XOR.ai and a former recruiter. She started XOR to help recruiters focus on the hiring and strategic planning that comes with being a recruiter. Aida previously worked in IT recruitment and project management for over six years.
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