Earlier in the month we came across an article in the Telegraph with a very interesting take on recruitment. Among other things, the writer claimed that technology has advanced so much that traditional (or ‘old fashioned’) methods were now becoming obsolete. As people who recruit for a living, we felt we should make a few counterpoints and show our support for some truly innovative additions to the recruitment industry.
Social Media Isn’t A Substitute For Face To Face Interaction
The first and perhaps most major sticking point for us is the statement that ‘Social media and video has made it easier for small businesses to learn about potential recruits before meeting them.’ The writer then continues on to ask whether it is worth employers asking to see candidate’s CV’s anymore, as they can learn so much through social media. The idea behind this is that by viewing a candidate’s social media accounts, employers would get a better idea of what they are like and if they would want to hire them. Frankly, we think that’s ridiculous. While many employers now are doing a cursory check over social media, it is usually to ensure that there are no big hidden surprises waiting for them down the line (like if the person they’re looking to hire is actually a massive racist, for example). They are not looking to evaluate their suitability for a job. Besides which, how is an employer supposed to be able to asses a candidate’s skills, qualifications and behaviour in a work environment by looking through what they do in their free time? You might learn a lot through social media, but it’s unlikely to be the right kind of information to help you make a hiring decision. As a final point, social media is not a genuine reflection of a person’s qualities or personality. Many people use social media as a way of presenting themselves in a different light, often with slight exaggerations. If employers were to start basing their hiring decisions on the social media profiles of candidates, we would see a lot more issues starting to crop up.
The Gamification Of Interviews
As technology evolves, we are seeing it creep into our everyday lives more and more. One of the more interesting developments in new recruitment is still being tested, and that’s the use of virtual games to analyse suitability. The idea is that recruiters and employers can use bespoke games to see how candidates react to virtual situations – including what they’re like at multitasking, how they interact with team members and their ability to handle stress. Each reaction in these games leaves behind over 3000 behavioural data points, which can then be analysed to give an overall picture of the candidate’s cognitive stats and suitability for the role. We agree that this technology could actually be a great addition to the recruitment process, as it gives candidates who aren’t good in interview situations a chance to show their skills and abilities in a more practical way. It could also help recruiters and employers separate those with genuine skill and ability from those who just interview very well. The important thing to remember here is that, as the Telegraph pointed out – ‘human interaction is required too. A game cannot replicate a humans function exactly (yet), so face-to-face interaction and record of relevant qualifications are still important parts of the recruitment process.
Using Video To Bridge The Gap
The final point made by this article seems a little arbitrary, as many recruiters are already employing video conferencing technology to communicate and even conduct interviews. For any candidate who is looking for a new role prior to relocating, for example, travelling in for interviews can be difficult if not impossible. Simple, free video chat software like Skype allows recruiters to talk to candidates at a time and location that suits them, often speeding up the recruitment process. All that remains is for employers to embrace this methodology when needed.
Overall, the recruitment process has remained largely unchanged for over a decade, and while some believe that elements like CV’s are starting to become archaic, they are still being used for one very simple reason. They deliver results. But there is no denying that there is room for change, and we for one are excited to see some of these new ideas making their way into the industry. For more information or tips on finding the right recruiter, get in touch with us today.