Job boards, like Monster, have given companies access to more candidates that ever before. Because of free sourcing technology, many companies are tempted to skip using a recruiters and perform the job search for themselves.

As a recruiter, what challenges do you face as companies have increased access to job-filling technologies like job boards, VMS systems, and social media?

How do you convince companies that using a recruiter is the better route?

 

 

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We are "people factories" and that is what we do source people for all sorts of jobs.  Thus, we are a definite added value for all companies.   They don't spend all their days networking, headhunting for passive candidates and/or getting people referred to them so yes we will NEVER be extinct.  Those of us who are "true" professionals finding the right candidates for the clients' positions and NOT just throwing a few resumes their way are very helpful and help companies continue to be successful.   We are a necessity and even during this recession smart companies are recognizing what we can do for them.

By the way, I was the whiner who couldn't find the right candidate for a search I was doing for 4 months and yes I did identify the right candidate finally and filled the position!  Yeah!  Just wanted to tell everyone on this list.  I think it was Sandra McCart who slapped me around a bit and told me to stop whining and just identify the right candidate.....LOL  SO I DID SANDRA!  Thanks for knocking some sense into me.

Job Boards have been around for a long time. They cannot provide the level of talent on a consistent basis then a professional 3rd party recruiter. As for VMS systems, they are becoming more and more prevalent with large employers. As a 3rd party recruiter you need to ask yourself if it is worth your time and energy to work with an employer that requires you to submit via a VMS system. Often times you spend more time entering data in to a system and may not have the ability to work directly with the actual hiring manager. This is not a good use of ones time.  Social Media sites like LinkedIn make it easier for Corporate and 3rd party recruiters to identify talent however it doesn't make a placement.  It takes time to identify the talent, contact them, establish rapport and get them interested in your opportunity or company.  Most of these candidates are not actively looking to make a job change so you need to remain in contact with them for future reference. Most Corporate recruiters do not have the time to do this effectively as they are often spread too thin as it is. An effective 3rd party recruiter will not allow that contact to collect dust, they will remain in contact with the candidate on a regular basis and build a relationship with them over time. 

 

Passive recruiting is hard work but if you stick to it and build relationships you will eventually reap some rewards. A 3rd party recruiter can also provide consultative services to the employer as well as industry, market or other info of value that a job board cannot. These are some advantages of working with a professional 3rd party recruiter. 

when job boards or social media starts getting offer letters signed and making sure new hires show up on day one then I'll start worrying.  :)

 

(says the recruiter sweating bullets waiting for this high level candidate to sign his damn letter already)

I knew you could do that.  LOL.  We all go into whine mode sometimes when we hit the wall.  I have a close associate who slaps me around at times.  She tells me , "get over your cheap self, pick em up honey and go find another candidate. " At times i have to slap myself upside the head and remind myself that it's a lot easier to whine about why i can't do it than it is to do it or everybody would be doing it ..and they aren't.

 

Glad that McCartt's ole smackaroo worked but congrats to you for the doing.  My management style is not exactly used around the campfire while singing inspirational and motivating hymns but this business is not for sissys.  You go girl!
Jody Schwartz said:

We are "people factories" and that is what we do source people for all sorts of jobs.  Thus, we are a definite added value for all companies.   They don't spend all their days networking, headhunting for passive candidates and/or getting people referred to them so yes we will NEVER be extinct.  Those of us who are "true" professionals finding the right candidates for the clients' positions and NOT just throwing a few resumes their way are very helpful and help companies continue to be successful.   We are a necessity and even during this recession smart companies are recognizing what we can do for them.

By the way, I was the whiner who couldn't find the right candidate for a search I was doing for 4 months and yes I did identify the right candidate finally and filled the position!  Yeah!  Just wanted to tell everyone on this list.  I think it was Sandra McCart who slapped me around a bit and told me to stop whining and just identify the right candidate.....LOL  SO I DID SANDRA!  Thanks for knocking some sense into me.

Hi Jessica, when a technology can look a candidate in the eye and dig out their deepest ambitions and motivations, and call a candidate who did not apply for any role and convince them to consider new opportunities - that is when I will start worrying about becoming extinct to technology.  Your question is so relevant now, there are aspects of contingency recruiting that can be assisted or even done better by technology, but humans prefer to deal with humans when making life changing decisions.  At least my human does :)
Technology and social media outlets are tools that get you in touch with people - just like a phone. Social networking needs people to network or it adds no value.

I think companies actually need recruiters now more than ever before.  With today's online social networking everyone can potentially reach the same candidates including your competition.  So how do you convince a candidate to join your firm vs. another?  How do you reach desired candidates faster than your competition, and negotiate a better offer than the other company?  I'd also like to point out that social networking sites like LI is really a blessing and a curse.  It's a blessing because you now have access to a lot of people.  But it is also a curse because everyone, and yes, everyone including your competition can access your employees.  So, if you haven't already experience a higher employee turnover, you will - unless your employees are not very desirable or your company is the coolest one to work for in town.  IMHO, high turnover, shortage of top talent = increase need for professional recruiters.

A few things going for recruiters. They work on a contingency basis (the client pays them only if they hire the canidate. (How many other businesses work for free besides Real Estate agencies?) Recruiters are experts, or should be, at identifying candidates that are not looking. Always remember good people are not looking. They don't have to. (passive candidates) Cost of paying an external recruiter versus hiring an in-house recruiter. Your own trusted talent scout that costs you nothing. How cool is that? What about the time it takes to sift through CV's. I operate out of South Africa and to give you an idea: if I place an ad on a job site or in the classifieds I will get anything upto 200 to 300 responses with 99% of the respondents not even having taken the time to read the ad. Do companies HR people have the time. In short their are lots of reasons why recruiters will survive. It will be a different type of recruiter. A recruiter that understands we are in the information age and embrasses it

Job Boards have their limitations.  The most pronounced limitation is the inability of job boards to attract passive candidates.  Recruiters cannot rely upon nor can they compete effectively with job boards and social media.  However; the selection process that a recruiter performs is truly the value add for which we are paid.  Just slinging resumes will not work.

What recruiters can and should do is to focus on their sales skills and sell their ability to fill the difficult to recruit positions, quickly and with highly qualified candidates who are seeking THAT job not just A job.

 

The best argument to use "outside recruiters" has to be results.  Ask your clients what kind of candidates they are getting from Monster etc.  We all work those sites.  What kind of results do you get?  Ask them how many hours they spend looking at resumes and interviewing "bad" or disinterested candidates.  "Matchmaking", what we do on a professional level, has been a profession almost as long as the other two famous ones and it has always cost.  I agree that many of us have gotten lazy as the technology has changed but we are still the most responsive way of finding the best fit and the best people.

I will also say sometimes our laziness is brought on by our belief in "relationship" being the key.  No matter how good the relationship, as we see in our marriages, results always matter.  If your not the guy bringing me the winners I won't be back.

thats nice I work for a school bag company anyways i love this forum and i am a proud member and also I have referred lots of members to you guys

About 10 yrs ago, I gave a demo of the SmartSearch ATS to a contract recruiter in a corporate environment who asked, "Will this technology put me out of a job?" My answer was, "only if you're a really bad recruiter" because the system would make it easier to do the wrong things, faster.

 

And hey, wasn't Monster and the internet itself supposed to put recruiters out of business back in the 90's?

 

From the remarks above, it's pretty clear that technology never HIRED anyone, built a relationship, established an employer brand, or did anything other than serve as a tool. In our industry, what matters is people connecting with other people. The single strongest case for using an outside recruiter is s/he can bring VALUE to the selection process. Technology will never change that.

 

I'm with Martin on this: Unless the killer comet wipes out the earthlings (or if Skynet technology terminates our species) recruiters will not become extinct anytime soon.

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