How’s the landscape different?
OK, we didn’t have LinkedIn when I started in recruitment but it emerged only a few years later. As recruiters, we thought it was a panacea and to an extent, it was. LinkedIn and other social networks made the world more transparent and for a period, we spammed candidates and they responded. They felt flattered to be ‘head hunted’ and gave us the time of day. Now though, many recruiters still do the same and sit with straight faces, helplessly watching their response rates declining. What they haven’t realised is that, while we were making hay, candidates were becoming used to approaches from recruiters and for them, that earlier feeling of excitement to be singled out for a job opportunity was replaced with déjà vu and a yawn. They became used to it, slower to read messages, less likely to respond.
Not only did apathy set in but candidates can find out much more information about you as an employer than they could in the past. They can find out from sources like Glassdoor and The Muse what the coffee really tastes like if they work at your organisation. So, they don’t need to talk to recruiters until they’ve been through a self-directed research journey.
Unfortunately, today, some recruiters try to adapt by increasing their ‘numbers.’ Increasing the number of people identified, number of messages sent by InMail and email and number of cold calls made is not the answer. It’s inefficient. So how can we adapt in a way that increases our performance? Simply put, the answer is in technology and here are a few ways that the smartest recruiters I know are making technology work for them so they can fill more jobs in less time.