Confused Recruiters and Technology

This is the final article in a series of 5. Over the last few weeks we've looked at the tools available to candidates and whether they add any value to the recruitment process. This week we conclude by offering a series of simple tips for employers to consider when balancing technology with traditional recruitment.

Practical steps to consider:

1. Decide upon a format for applications (right now that’s probably a traditional e-mailable CV, unless you work in a creative or design led industry)

2. If you recruit via agencies, use the ones you trust to give you the people qualities that are not evident in a CV. Make them earn their money- they should know their candidates, and they should know you- it’s their job to pick suitable candidates for interview

3. If you recruit directly, use websites, on-line CV’s and social networking as supporting information, but be prepared to move with the recruitment market

4. You should also consider telephone interviewing prior to a face to face. 20 minutes on the phone will save you time and enable to check key facts and establish at least some view of the candidates behavioural fit

5. Make use of psychometric profiling. Personality questionnaires can cut through all of the business waffle and give you an overview of someone’s potential strengths and weaknesses. At interview use the information to probe candidates in any areas that cause concern

In other words, make sure you are assessing behaviours and cultural fit in addition to style and technical ability. Good candidates can demonstrate their people skills on-spec, unprepared and unembellished. Assessing these skills in the raw and without a potentially distorting technology lens is what will get you the right people.


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