Traditional Recruiting Models Vs Point Solutions

In the midst of this World wide pandemic, businesses are re-opening with new guidelines and precautions.

Most of the Traditional models and methods have been changed since the pandemic, all remote, virtual and socially distanced work culture is the new normal now.

In this new world, hiring technology is also drastically changing as companies are realizing the incapability of traditional hiring methods to meet today’s demand for talent supply.

In order to sustain in this new environment, every recruitment agency or company has to embrace the new technologies and platforms, as, without a new tech-savvy environment in this industry, recruiters would end up in some unproductive hours and lag behind competitors.

In this blog, we are comparing these two models of recruiting – the traditional and new point solutions way of recruiting mode, this will clear doubts about new adaptability of processes in our Industry

Traditional recruiting Model: This model has been practised from the beginning of the industry which was effective to a specific time era but now it seems not working in the new recruitment industry as it limits a recruiter’s ability to maximize productivity.  Recruiters usually follow the below process in this model

1. Listing out leads of Candidates/applicants that typically get through ATS system or job boards or from any other resource
2. Once the list is ready, calling the suitable candidates according to the job requirement is the next step
3. Along with call/ prior to the call or even after the call, Recruiters usually send a manually typed mail to the candidates about the opportunities and JD
4. Then the most eligible candidates would send for the technical interview.

Disadvantages of this method are

1. Recruiters judgment will determine the eligibility of the candidates to be screened which can not be always right, it might get affected by several factors which may not be correct for the screening process
2. The gap between Candidate and recruiters’ communication over the mail, if the candidate gets the email quite late, then interest could fade up from both the sides
3. Again the final screening of the candidate for Technical interview also could be affected by the naive or poor judgement of the recruiters
4. It’s time consuming for the recruiter to prepare a list, then manually send emails to candidates and then make a judgment about the quality of such a large group of candidates.

Even the best recruiters struggle with this gap of the technology, processes, and additional support to deliver quality submittals and hires and from being productive.

Technology point solutions in the old recruitment method: Many organizations now adopting some point solutions to solve problems in the old recruiting method like

1. Automated Application tracker to Analyse and collect CV/resumes by screening them upon some key skills or points, it eliminates the error or misjudgments that could be done by the recruiters
2. Using Bots to screen candidates based on their information on the CV by giving them a set of tasks or projects or any kind of text conversation, eliminates errors in screening and the technical level of screening can be done quickly and effectively
3. Using automated texts and emails to the candidates for engagements and further processes can save time and the manual labour of recruiters.
4. Machine learning requisition, interaction strategies with the candidates by leveraging historical data.

But the problem integrating these technologies solutions is it might exhaust recruiters as they have to deal with multiple complex technologies along with the original method and processes of recruitment, in this process many recruiters have to use two monitors to monitor their inbound text and email traffic while trying to call and log interactions with candidates on another monitor.

But we can minimise these over complicated work models in point solutions by giving preference to the most eligible candidates for further conversation after the automated screening task.

For example: If we receive 1000 applications, manually or automatically through the app, we assign the bot assignments to all candidates and based on the result, scores would be given to the candidates, then only the highest scored candidates should be considered for the final conversation. This eliminates waste of time, and we get to give few by quality submittals and candidates to the company/client