Last month, I took part in a panel discussion on how recruitment companies can successfully enter the new world of recruitment technology, as part of The Global Recruiter’s afternoon event on Digitalisation and Talent. With a room full of technology experts and recruitment practitioners, there was plenty to take away from this future-predicting event.
Disrupting from good to great
The first panel of the afternoon sparked discussion and thought on the opportunities and possibilities of new technology in the recruitment cycle. Debates were ignited about the effectiveness of job boards, the current underutilisation of technology and the lack of tech training for existing employees. The panel then discussed the opportunity for alternative communication platforms such as WhatsApp and Instagram, the increasing candidate expectation for instant results and the limits of technology in spotting personality traits and making candidate connections.
The key takeaway from this discussion was that whatever technology you’re using to find candidates, ensure that you maximise results by seeking advice, training employees and being persistent.
Entering the new world
I joined the second panel of the afternoon, where we examined how recruitment companies can enter and succeed in the new digital frontier. From the discussions that flowed, it was clear that many are rushing to invest in technology that management isn’t on board with and employees aren’t trained on – resulting in costly mistakes. Instead, businesses should take their time to conduct proper due diligence prior to purchase and during implementation engage end users early, to get the very best out of any new system or platform.
The discussion then moved onto the future recruitment consultant and how to attract and retain them using training, feedback, affirmation and engagement. The key lessons from this topic were focused on engagement and the importance of in-the-moment employee conversations as well as the use of technology to support pulse surveys and feedback, especially for advocating mental wellbeing at work; and the changes the sector needs to make around the use of technology to enable flexible working and rethinking work patterns for consultants.
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