I
believe many recruitment systems being developed today make
two important incorrect assumptions.
1) The developers
of the recruiting software believe they know what the
recruiting process should be either because of extensive
analysis or extensive personal experience.
2) The
recruiters who will use their recruitment software are
experienced recruiters.
There are few things in this
world that where absolutes can be applied. I have been a
recruiter for almost 20 years. I have been writing recruiting
software for 30 years. I have talked to thousand and thousands
of recruiters and recruiting firms and gave demos on countless
numbers of techniques and recruiting processes. I have learned
at least one absolute.
No two recruiters recruit the
same way!
I believe most recruitment systems are flawed
with the concept that recruiting is a predicable process and
there designs reflect their predictions. I believe a
recruitment system more than anything else must be designed
with the idea that the recruiter using the system will use it
in ways never thought of. Believe me I see it every
day.
Therefore good recruiting software is not about
features that assume a recruiting technique is valid and
therefore the feature is cool. Good recruiting software is
about the ability to be molded around good recruiter’s
successful techniques. It is about making the recruiter’s
techniques better not changing them!
The second point
of this article is about the headline “Recruiting software for
Greenhorns”. The recruiting industry is a volatile fast paced
industry. Recruiting firms come and go faster than “.com”
business’s. Most successful recruiting firms have at there
core, a method of bringing in fresh faces as recruiters. Most
of these “greenhorns” don’t make it as recruiters and end up
moving on or end up in some kind of support role for
recruiter’s i.e. Researchers, sourcers, etc...
So we
come to the 2nd flaw of most recruiting system, the recruiting
software developers assume that the person using the system
knows what they are doing! The reality is that very major
portions of the people using recruiting systems are “Greenhorn
recruiters”. Put this together with above the recruiting
software programmer that thinks they know what recruiting is
all about and you have the classic case of the “Blind leading
the blind”.
If you know, as recruiting software
developer, that a fast majority of your customers don’t have a
clue as to what they should be doing as a recruiter then why
don’t you write to this audience?
Recruiting software should be hard
wired to the heartbeats recruiting industry. Information and
recruiting training should be immersed into the software
itself. The recruiting firm should be able to adjust and add
to its training of greenhorns with the recruiting system. If
the recruiting software is good recruiting training and the
process of recruiting should be so blended that you cannot see
the differences between the two processes.
Ask yourself
can the recruiter be advised on some of these topics and more
with the recruiting software:
Job
Orders: Better, Faster, Smarter
The
Recruiter/Telephone Connection
Recruiting
Scripts
Are you
retainer-ready?
Can
I get that in writing?
Resume
Makeovers: Should You Even Bother?
Can
Cold-Calling Be Taught?
How
to Avoid a Candidate Accepting a Counteroffer
Niche craft:
9 Steps to Refining or Selecting a Niche
How
to Improve Interviewing Accuracy by 50 to 100 Percent
A Smart Way to Gain Candidate
Referrals
Getting
Around the Gatekeeper
Latest
recruiting news
If the
recruiting software does not address the needs of the
“greenhorn recruiter” find one that does.
