The smart recruiter of 2020 cannot simply rely on the tools of yesteryear. The pace at which our expectations about what we want from work and our workplaces are changing. As a result, recruitment has had to give way to recruitment 2.0 smart recruitment. And this has created the need for all recruiters to now become smart recruitment specialists. What does this job entail? Heres a guide.
Technology has now become an indispensable piece in the people puzzle. Workforce planning fueled by business requirements utilizes big data in HR, predictive analysis, and modeling technology to take sound data-driven decisions on organizations short- and long-term recruitment needs. Moreover, it also underlines the return on investment (ROI) for recruitment.
In onboarding and retention, the use of standalone or integrated (with applicant tracking systems/candidate relationship managementOpens a new window software) onboarding technology helps in maximizing speed and productivity. This not only aids in driving employee engagement but also strengthens retention, resulting in reduced risk and greater ROI. While these implications and implementations of technology need to be kept in mind by any smart HR professional, for the smart recruiter, tools like applicant tracking system (ATS)Opens a new window have more direct applications since they drive efficiency, economy, and scale throughout the recruitment process.
Today, recruiters have access to a global talent pool and can engage candidates better. Smarter recruitment strategies have positively impacted the cost to hire, time to hire, and the quality of hires and demand a shift in focus and a drive-in impetus. With the need for smarter strategies increasing, every recruitment specialist needs to become a smart recruitment specialist to drive innovation, growth and a strong employer brand.
What Is Smart Recruitment?Smart recruitment is an updated, upgraded version of recruitment. For example, the basic processes of talent gap analysis, sourcingOpens a new window , screening, selection, and onboardingOpens a new window are still as relevant today as they were half a century back. However, the inner workings of these stages have changed considerably.
From recruiting chatbots to candidate screeningOpens a new window software and artificially intelligent (AI) work-buddies to onboard candidates and elevate the candidate experienceOpens a new window , technology tools have revamped how recruitment works.
Smart recruitment is more suited to our present times and better prepared to handle the talent-based demands of the future. This definition points toward a pressing need for change to do away with practices and structures that no longer serve their intended purpose.
We live in a world that is smart and enabled by AI. Recruitment processes need to be able to mimic this environment we have gotten so acclimatized to. That is where smart recruitment comes into the picture.
Who Is a Smart Recruitment Specialist?As we mentioned in our definition above, a smart recruitment specialist is a professional with validated expertise in the systems, processes, techniques, and strategies of smart recruitment. This expert could either be an in-house resource or could contribute in the capacity of a consultant.
A smart recruitment specialist is a catalyst who can help the organization adapt to evolving patterns and strategies of recruitment to hire smarter, retain stronger, and optimize better. This person must be an expert who is not simply well-versed and in tune with the latest recruitment technologiesOpens a new window but is also a change agent and a passionate driver of evolution, keeping business goals and growth plans in mind.
A smart recruiting specialist must be a futurist with a vision for building smarter talent systems within the people managementOpens a new window processes at work.
3 Key Considerations to Become a Smart Recruitment Specialist
As it is with any endeavor toward expertise and specialization, there is no tried and tested recipe to become a smart recruiter. This is more so because the definition of smart is continuously evolving with the latest upgrades in technology. That said, however, there are a few definite points to keep in mind while on the journey towards becoming a smarter specialist in recruitment for 2020 and beyond.
Three key points to keep in mind on the path to becoming a smart recruitment specialist for the path forward:
1. Candidate experience is key
A smart recruitment specialist must keep in mind the importance of candidate experience. Every interaction that you have with an individual during the candidate journey will be remembered. The tonality used and the technology employed will contribute to the overall employee experienceOpens a new window .
From the moment a job is posted, the employer brand of the organization is up for scrutiny. Ever wondered why you are drawn more towards applying for a certain job post than another even they are offering practically the same package?
One reason for this cognitive bias we all tend to experience often depends on our predetermined notions of the employer brand.
The second reason is even more interesting it has to do with our perception of the organization and role-based on subliminal cues and clues in the job post itself.
For example, you see two postings both from companies you know equally well, the roles and locations are the same, and so is the compensation package. However, one posting is dry, monotonous, and cursory, while the other is a lot more engaging in terms of content, more detailed, and makes you feel spoken to personally. Which would you lean toward?
A smart recruitment specialist needs to be able to consider all these subtle factors while keeping in mind the target audience, the environment that they actively engage with, and the kind of technology and platforms that need to be used to gain access to them.
Great employee experience begins with engaging candidate experience, and the smart recruiter of 2020 must be able to crack the code into engaging the right candidate in the best way possible.
2. Technology is the primary collaborative tool
A smart recruitment specialist cannot afford to look at technology as either a crutch or a conundrum. The core idea for 2020 and beyond is to devise ways to collaborate with technology offerings better. With AI tools and recruiting chatbotsOpens a new window already changing the way recruitment works, our expectations are only slated to soar higher.
The smart recruitment specialist needs to able to keep feelers on the market to understand, for example, the best human capital management (HCM) suitesOpens a new window that simplifying the recruitment process by tying it together with the whole gamut of human resources functions. At the same time, knowing how to choose from the top applicant tracking systems (ATS) would help to create seamless recruitment processes.
There is sourcing and screening software not to take away from recruiters jobs but rather to add more time and ease that could then be invested in smarter strategic planning of talent pipelinesOpens a new window .
With these tools in place, the smart recruiter can now engage with a wider talent pool, delve deeper into strategy, and connect with each candidate and employee as an individual, thus adding to the quality of conversation and experience that they can share.
3. Smart recruitment is a journey
Remember that the path to smart recruitment is not a destination but rather a journey. There will always be smarter recruitment as the years go by, but the smart recruitment specialist must be able to place the organization on the smart recruitment spectrum, on the trajectory for success.
The employee recruitment strategiesOpens a new window that need to be developed, adapted to, and modified thus need to cater to the present and projected needs of the organization. Smart recruiters need to take charge of their own upskilling journey to stay relevant and aware of the latest trends and developments in recruitment processes and technology.
The smart recruitment journey is a spectrum that covers the following milestones:
1. ManualMechanical: Traditional and largely manual, homegrown, enterprise resource planning (ERP) HR modules mainly to control costs
2. AutomatedAugmented: Limited and extended use of (largely standalone) smart recruitment tools/solutions with a strong focus on efficiency and effectiveness
3. IntelligentIntegrated: Extensive integrated use of smart recruitment tools and solutions to drive efficiency, effectiveness, as well as build a strong employer brand
4. SmartPredictive: Smart recruitment solutions to crowdsource internal/external data to continuously improve and build business objective-based agile recruitment strategies
The primary broad benefits of becoming a smart recruiter and evolving on this journey are as follows:
- Building a workforce that is in tune with the present and prepared for the future
- Propelling the organization onward towards business success and evolution
- Creating a culture of sustainable change and adaptability
- Elevating recruitment processes and strategies and creating tangible value
While incorporating new technologies and approaches is needed, the best way to become and stay smart in todays VUCA (volatile, uncertain, complex, and ambiguous) environment is to be flexible. Rigidity is the enemy of evolution. Smart recruiters thus need to identify the changes as they are happening, to adapt their approach and processes, and to align with the new ever-changing business reality.
Are you a smart recruitment specialist? How can organizations move towards smarter recruitment? Share your recommendations with us on FacebookOpens a new window , LinkedInOpens a new window , or TwitterOpens a new window . Were always listening.