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It’s Time for Recruiters to Adapt (Again!)
Posted By Shanil Kaderali On April 11, 2013 @ 1:20 am In Advice and How-Tos | 5 Comments
It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change” — Charles Darwin
There is a great article by Adrian Kinnersley on Why Recruiters Will Be at the Heart of Our Corporate Future . I agree with some of the points. The rumors of our professional death have been always greatly exaggerated since our early ancestor recruiters found the first stone-age axe makers. Our profession, however, will change due to disruptive trends (Doesn’t it always?). These trends and their impact apply to in-house, outsourced (RPO), and third-party recruiters alike.
My focus here is on two specific disruptive trends and the strategies to adapt and re-invent if needed. This article is more than about skills development, though some suggestions will help you in your recruitment efforts. As a former AIRS trainer and talent acquisition leader having developed training programs for recruiters, I can say that constant learning is what keeps gives us the edge in changing times (it always will).
Does sourcing and assessment technology offer so many compelling competitive advantages that it can replace human recruiters?
Sometimes yes. Sometimes no. Recruiting involves relationships, non-intuitive research, and understanding nuances that involve human emotions and motivations. While a psychology degree isn’t required, those advanced algorithms can’t figure those out emotions and motivations out just yet. Technology that identifies qualified labor through collective intelligence (like social media/peer reviews); data mining for better sourcing (education, experience) with Big Data and then incorporates job assessment technology (with a SAAS) will impact certain jobs. Technology targeted at bypassing the recruiter and HR usually falters since it lacks an engagement mechanism for candidates and ignores that simple fact: managers usually don’t want to be recruiters.
Also, LinkedIn shouldn’t make us lazy. It’s a great tool. However, it’ll likely continue to raise prices year over year on recruitment products, and likely continue to add restrictions on other technologies so it monetizes the recruitment pie and grows its business.
Goodbye Monster. I was an early user/client. I’ve bought LinkedIn licenses, ad impressions, banner ad and InMail campaigns, and measured the ROI for my former employers/clients. Some of these LI options generated great ROI and others, so-so for my needs.
What technology doesn’t do effectively yet is engagement in building relationships with the vast pool of quality candidates and hiring managers. For recruiters, that means, it’s going back to basics here.
Strategy for this first trend: Go back to the basics, simplify
Strategies for this trend: Monetize your relationships and think beyond one job
Given globalization and workforce segmentation strategies requiring fewer U.S. full-time recruiters, many more recruiters will likely have one or two jobs, freelance contracts, etc. Some already do this anyway. The labor model and the nature of how we do work as recruiters will change. Being a consultant for one company (1099) and employee (W2) for another will happen more and more for recruiters in the future. Having two part-time jobs or clients may become the norm. Be flexible. Change your thinking now about what may happen in future.
Also, as recruiters, we like to help people. It is good karma. However, we may need to be selective with sharing contacts and referrals to enable us to supplement our incomes. So yes, embrace capitalism.
At the upper echelons of the American workforce, salaries have soared. Companies are fighting to hire and reward people who will help grow their company with this talent in short supply. Our skills are useful but we have to adapt. Welcome to the brave new world. Feel free to reach out to me with any questions or feedback as to how to navigate these new waters.
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URL to article: http://www.ere.net/2013/04/11/its-time-for-recruiters-to-adapt-again/
URLs in this post:
 Why Recruiters Will Be at the Heart of Our Corporate Future: http://www.ere.net/2013/03/05/why-recruiters-will-be-at-the-heart-of-our-corporate-future/
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