TEAM is the largest network of independent recruiters in the UK and a significant membership benefit are the 50 plus meetings held throughout the year around the UK. Members have the opportunity to network face to face with other recruiters, share problems, offer advice, and generally talk about the current recruitment market. This always raises some interesting points and, at a recent meeting, the importance of building relationships with clients and candidates was discussed.
Our members stressed the value of really getting to know the people that they’re working with. Many of them are boutique and specialist, so they understand the real needs of both their clients and candidates. As such, they are able to deliver a much more personalised service than larger recruiters, and recognise simple things, such as picking up the phone rather than sending an email, can really make a difference.
With the increased use of technology though, this human contact is disappearing. New computer software is starting to take over staff roles, and a recent BBC article referred to several examples of this. Talent consultancy, The Chemistry Group, for instance, has designed an online game for O2 to analyse potential candidates. Also, EnRecruit, a video-based interview product, provides applicants with three questions via a webcam which allows employers to make quick decisions about whom to interview.
The aim of these new developments is to save time and money, with face-to-face interviews often only being seen in the final stages of hiring, and ‘applicant tracking systems’ being used to analyse CVs. However, as was noted in the last meeting, this may not be the most efficient method long term as the ideal candidate is not necessarily the one with the best CV.
Many of our members felt that there is too much focus on CVs – off paper, an applicant could be perfect for the role, but if they can’t express this in the right way, they won’t even be considered. As there becomes more focus on computerised analysis using key-word recognition, this will only get worse. The result? Candidates may find it much harder to obtain their ideal job, and companies may miss out on talent.
We know that the digital developments have their uses, and social networking tools have allowed employers to engage with potential staff in ways that they previously couldn’t. All of these are helpful additions, but perhaps we have become too dependent on advancing technology that we’ve forgotten what really matters. Recruiters need to ensure that both clients and candidates are valued and feel valued, and ultimately, the right people fill the right roles. And this involves a much more personal approach requiring human contact and not just a mobile or PC.
TEAM - The Employment Agents Movement UK Limited
