Recruiters tend to be people people. They want to build relationships
and treat candidates like human beings. Unfortunately, rigid recruiting
processes and inefficient recruitment technologies often hold them back.
When that happens, recruiting becomes a cold and transactional process
-- but that's not the best way to attract top talent. In order to put
talent first, recruiters need the right tech tools on their side. This
eBook takes a look at exactly what that tech tool might be.
Today's recruiters are locked into rigid, non-collaborative workflows. Their communication tools are lacking, and their recruitment technology is inefficient. Talent relationship management (TRM) is an enticing philosophy, and practicing TRM-based recruiting tactics improves recruiting results in very concrete ways. In order to tap into the benefits of TRM, recruiters need better technology.
Recruitment Technology Robs the Recruiting Process of Humanity
Automated recruiting also puts a lot of distance between recruiters and
candidates, encouraging the very same transactional approach to
recruiting that drives so many candidates away.
When a candidate enters an ATS, they aren't engaging with the
company in any meaningful way. They're simply filling out lengthy
application forms and sending their information into a black hole in the
hope that someone will get back to them.
Meanwhile, recruiters aren't placing human faces to the resumes they
receive. Every bit of data that comes through the ATS is presented as
sterile and devoid of context.
The result of this rigid transactional process is a negative
candidate experience, which can have far-reaching repercussions on a
business. Research has found that 42 percent of candidates who have a
bad experience will never apply to a company again, and 22 percent of
candidates who have a bad experience will tell their friends and
colleagues not to apply to the company.
