An Open Letter to Human Resources Leadership
How Technology Has Destroyed the Recruiting Process
By relying on job boards and an Applicant Tracking System to select candidates, recruiters and hiring managers are missing out on the resumes of candidates best suited for an opening.
For the most part, job boards have remained essentially unchanged for the last 5-10 years. While their appearance and some functionality have been enhanced, the basic premise is the same: recruiters post a job, search for resumes, and candidates apply to job postings.
Years ago, when the early adopters were signing up for Monster in droves, they were helping to ensure that, in a relatively short amount of time, Monster and its competitors would run out of steam and, in the end, fail to adequately serve either party looking to take advantage of the recruiting technology and promised simplicity for speedy job and candidate searches.
Oh sure, back in their heyday, Monster, CareerBuilder, and Yahoo! Hotjobs were THE landing page for recruiters and job seekers alike. Then the aggregators arrived. Sites like FlipDog, Indeed, SimplyHired, and DirectEmployers showed great promise by simplifying the job search down to just a handful of sites, rather than the need for a job seeker to directly visit dozens of boards and/or company career sites. While it simplified the search itself, it did nothing to improve the end result for job seekers, as the URL at an aggregator’s site brings job seekers to the same dead end they now find themselves at: the dreaded Resume Black Hole.
Conversely, applicants have set up search agents that automatically submit their resumes for positions matching keywords that THEY have selected. Now we have software applications talking to each other–or past each other–without human intervention that will determine if, in fact, a potential match exists.
So, we have seen the future, and it is not about technology. At least in part, because the advantages of using this technology have all but disappeared.
While recruiters say they are overwhelmed with resumes and applications, job seekers complain (rightly) that they hit a dead end or brick wall once they apply for a position through a job board or company web site.
This, unfortunately, is the flawed evolution of recruiting. If HR managers or recruiters have stopped looking forward, they might as well be looking backward. If they think that corporate recruiting involves only posting a job, waiting for resumes to come in, twittering, or using keyword searches on the boards, they are mistaken.
The “forward-looking” HR folks reading this might say, “Whoa, hold on there. We’re using SOCIAL MEDIA technology IN ADDITION to job boards, employee referrals, AND our company web site. We have ALL THE BASES covered. We’re ahead of the curve.”
Our response: And despite this, you are unable to slog through the thousands of resumes feeding your Applicant Tracking Systems. If you continue to spend billions of dollars advertising on the boards while unable to sort through the sheer volume of resumes pouring in each day, you are wasting more precious time, manpower, and budget dollars than you are even aware of.
The Early Adopters Are No Longer Getting The Best Candidates
The future of recruiting is no longer about technology. It is not about Web 2.0, 3.0, tweeting, or “intelligent” resume parsing. Let’s face it, despite all of these technological “advances,” recruiters are overwhelmed and desperately need a solution to manage the tsunami of candidates and applications.
At the same time, potentially-qualified applicants fall into the abyss and, for their efforts, receive an automated response thanking them for their interest in your company and a promise to be in touch if you determine there is a match. A match? Based on what…keyword matching done by your ATS?
In the past, the assumption was that the more people that applied for a position, the more likely it would be that recruiters would find the best talent available. What if the “best talent” is applicant #400 out of a possible 700 or a thousand resumes? Will you see it? Or will it be lost like the thousands of other resumes piling up in your ATS? With the inability to adequately respond to each and every qualified applicant, you have defeated the purpose of adopting the recruiting technology in the first place. While the upside is that an ATS will allow you to track an applicant’s progress through the hiring and on-boarding process, the flip side is that you sometimes fail to see the truly qualified people applying for your openings.
There IS a solution for this. At The Job Exchange, our writers have worked all sides of the HR desk: corporate recruiting, HR Administration, agency recruiting, etc. So, we plan to post some ideas that we will be sharing over the next few postings that will address this.
In the meantime, does anyone else care to chime in?
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Welcome to The Job Exchange!
While no single list, website, or resource will contain everything a job seeker needs for an effective job search, our goal is to offer tools and techniques that will make your search easier. We will also provide information about how to tap into the hidden job market and move beyond the big boards and other “traditional” job search methods.
While the Internet has become an increasingly leading force in a job search, it can not replace the direct contact that can be made with a hiring manager. And, while networking does open doors, there are other ways to penetrate the hidden job market and the people behind those jobs. We’ll discuss the various research techniques that can be employed to locate both job opportunities and potential contacts for those jobs.
There are many alternatives to traditional job search techniques. Consider: It is estimated that only about 20% of openings are advertised. This means the remaining 80% are filled through other means. Given this, we will focus on the positives: that there ARE jobs available and, by knowing the best places to find those jobs by state, company, or industry, you will be in a better position to launch a successful job search.
At The Job Exchange, readers can find—and share—information about jobs, job sites, resources, etc. Readers can help other visitors to The Job Exchange site by writing about openings they may know of, or perhaps adding information about their current employer’s hiring status — is a company hiring, laying off, or freezing new hires? Will it survive the downturn? What are you hearing from the grapevine?
Be sure to comment on what you find helpful or, perhaps, new topics you’d like us to cover.
So join us — and join the conversation! Contact us at JExNet@gmail.com.
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