Nothing stays the same and change comes, whether we’re ready for it or not. Recruitment has watched as technology has disrupted our industry over and over again, forcing it to consistently evolve and adapt to keep up. Deloitte’s 2017 Global Human Capital Trends survey documents just how far the industry has moved, and what the rules are for this new digital age. With new rules naturally comes new people, and the skills needed to be a recruiter have also changed over the years. Long gone are the telephone bashing, loud talking jockeys of yesteryear. They’ve slowly faded into irreverence as we’ve realised we need a different kind of recruiter, with a different set of skills. Someone, who looks a little bit like this:
They’re constantly evolving
Recruitment is no longer a stop-gap on the way to buying your first property or a quick gig to make some equally quick cash. It’s a professional career that people are investing in, and as such, they’re looking to consistently upskill themselves all the time. The recruiters of today aren’t happy being one-dimensional, instead they’re looking for continuous learning opportunities and ways to up-skill themselves in order to provide a more comprehensive service to their clients. They care about their careers.
They’re brand aware
They understand the importance of branding, both themselves and their clients. You’ll find them building their online presence, engaging in speaking events and maintaining their social profiles to offer value and insights. They also work with their clients to refine their employer branding and proposition in the market. They understand that a company’s identity in the marketplace will essentially make their lives easier and their talent attraction efforts seamless.
They’re content creators
Having grown up consuming content, whether it’s video, audio or written, they naturally favour content and understand the importance of creating valuable assets to drive candidates and clients through their door. They write blogs, collate surveys, produce whitepapers, host podcasts and make videos. They don’t necessarily feature in all these things, but they draw on their community to curate the right information.
They’re social media users
Not shy about putting themselves online, they’ve spent most of their lives on social media sites and truly understand it’s value and how to use them. They’ve built their own personal social media profiles, and are therefore adept at building personas online to engage with candidates and win clients.
Which is not to say they’re all developers who can code up a website, but they’re tech interested and early adopters of new technology. They’re the ones excited about artificial intelligence and will automate as much of their recruitment processes as they can to free themselves up to work on relationships and business development. They’re generally the superusers of your CRM system and always keen to test and offer improvements. At Access Recruitment CRM we’re always evolving and offering the new recruitment consultants easier ways to work, whether that’s single sign on, multiple device sign on or bespoke dashboards.
The recruitment cycle is not much different to the marketing cycle and this is something new-age recruiters understand. Instead of slamming phones, hitting call times and cold calling the business directory, they use marketing strategies to attract and retain talent. Whether that’s by using campaigns, creative job ads, social touchpoints or email marketing techniques, they treat their clients and candidates as customers and are always vying to win new customers to their brand. It’s why at Access Recruitment CRM we ensured that bespoke emails, templates and integration with email marketing software was always at the forefront of our offering.