“Like many industries and services, recruiting is undergoing significant disruption. The entire model is changing from: the expectations of hiring companies, job seekers, new hires and teams within hiring organizations. Candidates expect frequent and real-time status updates. Hiring managers and job seekers want technology to provide pertinent information and quick turn-around times each step of the way.
Speed, transparency, and individual control over the experience are increasingly important to active job seekers and hiring managers. Leaps made in technology over the past 5 years is driving increasing availability of more automated recruiting stacks that are streamlining administrative and assessment work of the recruiters and is providing quick and easy experiences for candidates in regards to decisions made about their qualifications and fit of the positions they apply for.
Recruiters are becoming the designers of the interaction between newer technologies, the hiring managers, and candidates. How effectively and creatively recruitment and staffing firms can design that interface is now the new key measure of their success. This goes beyond only tweaked a broken system and mostly ignored the hiring manager. They have added chatbots, created more interactive career sites, added videos, and provided candidates with more tools that provide information.
The lesson is clear: To create a long-lasting improvement in recruiting processes requires redesigning them with both candidates and hiring managers at the center.
Read more here on the various steps in the recruitment cycle, from sourcing to workforce planning and a step-by-step model that identifies the key steps and to help aid in redesigning the process to ensure that each step is effective, easy to use, and relevant.”