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?
Technology will eventually replace any job that tends to be simplistic, repetitive, predictive, and redundant with an incumbent who keeps asking of job applicants, "What's your greatest weakness?"
HR recruiters will be high on the list for extinction if they are found to be on auto-pilot and comfortable with the status quo.
Technology has changed the recruiting game focus for me as, since the late 1990's, I tend to shun working with unemployed people. Too often I began to hear, "Sorry, Bill. We already have this candidate from the job boards, or they already sent their resume in." I determined I didn't want to duplicate HR's efforts so I cede them all unemployed people and sell clients on my intensive over the phone cold calling of passive/invisible candidates as the reason to work with me, and justify my higher fee than they pay other recruiters.
We'll be in business as long as companies don't have direct access to every employee whereby they could contact them, themselves. And providing a company wants to hire the best person, not just the best person they can find on their own.
Every recruiter I know is busy! We are having our best year and I just recently hired an additional person, as we've never been so busy. Borders closing is sad, as I will miss them terribly, but that is more driven by the uptick in ebooks and people buying books online. Borders has been declining for years, that is nothing new. Did you see my post about the positive job news in June?
Jody Schwartz said:
Is anyone freaking out about how many jobs were eliminated this last month?????????????? OH my gosh and all the Borders closing.....doesn't look too good does it???????????????
I never sell my services to someone who doesn't need them.
I don't want anything that can be filled by the internal recruiting staff. I only want what has been impossible to fill.
Internal staff does a great job, and fills most of the openings. They should. It is more cost effective for the corporation.
My suggestion is to specialize in impossible to fill positions. Your candidates will sell themselves.
Would you embellish your comment, it seems to me that Charles answered it pretty well. Recruiters that scour the job boards and send multiple resumes to a hiring manager and hope one sticks, that type of recruiter will be extinct. The Recruiter that really recruits a passive candidate will never be extinct.
Paul Alfred said:
Charles not sure if your simplistic explanation provides enough of a punch to put to rest the importance of the question posed in the blog...
How many companies really do what you are saying?
Unless a company is extremely large they should not have a need for so many employees at one time that it warrants a true internal recruiter department as you suggest.
Again i am not talking about most employees, if a company needs 3 heavy hitters a year even at a cost of 25,000 each in fees that is 75,000 dollars. How much of a team could they build? So I think it depends on your focus and the size of the business you are going after. Yes if a company needs 10 people on a continuing basis then it may well be more cost effective to have an internal department. Maybe revisiting fee structures should be considered.
But the true recruiter will always be needed for the intermediate company that can not staff a full time team. I am sure you, like me, have filled positions that other recruiters have failed at filling. Retained recruiting may be on the way out. But contingency recruiting is here to stay for the forseeable future.
Where else can a company get so much done on their behalf and only pay if they are convinced that the solution has the best chance of succeeding?
BTW i did place an engineer in Calgary although it was with a US Company.