Traditional recruitment methods have and are still being utilised by employers across the globe. The simplicity and familiarity of using these methods such as; paper-based job postings, internal hiring, referrals and word-of-mouth are what make these still popular choices amongst lots of hiring professionals today. However, these techniques within hiring and recruitment are simply not enough to acquire top talent in a technological era. Instead, a more modern (& slightly updated) approach means hiring teams can make more effective and efficient hiring decisions with the assistance of technology. This will result in, less dependency on human input and manpower to make hiring decisions and to complete hiring tasks.
NOTE: This is not to say the human element in hiring needs to be completely removed but instead, a strategic partnership between technology and human input can be a more effective approach.
When you are restricted to one method of implementation, it creates little room for growth and innovation. Traditional recruitment methods have previously relied heavily on human input to conduct and follow through with hiring, sourcing and attracting candidates to a potential job role. However, this isn’t always the most effective recruitment practice. This slow hiring method can be subjective and time-consuming, depending on the number of applicants a job receives.
For hiring teams to manually manage high volume recruitment strategies can result in a recruiter having limited time to review every job application individually.
Not only this, but it is also difficult to guarantee each potential candidate will receive the same fair equal treatment during the review process. This can put employers at risk of making biased or prejudiced hiring decisions which will result in an inconsistent hiring strategy.
Lack of diversity
As traditional recruitment methods rely heavily on human opinion it creates the risk of making unconsciously biased hiring decisions. Human decision making is personal and can be influenced by many factors that are not relevant to the job role. As a consequence, this can promote a workforce that lacks diversity and differences in work styles, thoughts and perspectives. In the long run, this can be detrimental to a company’s progression and productivity.
To help avoid this, innovative tech solutions can provide employers with a mechanism to screen and filter through job applications to ensure the risk of a biased hiring decision is significantly reduced.
According to findings from CV-Library, the majority of businesses are spending up to £5,000 on hiring, per new recruit. Depending on the number of roles a company is recruiting for this figure can quickly multiply, making it a costly process for businesses to take on new recruits. Further costs can also lie in the time it takes to source, screen and ultimately hire the right candidate. To complete these processes without technology would mean additional costs are required to invest in hiring professionals to ensure there are enough workers to be able to manage the heavy workload of filtering and sifting through job applicants.
Whereas if a technological approach is utilised these processes can be completed in a fraction of the time, which in the long-term can save money for both employer and recruiter.
Research from Robert Half UK determines HR directors are on average spending a month recruiting for open positions within their organisation. With hiring professionals spending the most time (5.19 days) screening the CVs of job applicants. Determining the leading reason for an increase in the duration of the hiring process is that finding qualified candidates has become increasingly difficult. The research also finds that the number of CVs received for a role has increased and is an additional factor in why hiring time has increased.
The longer it takes to hire the greater the financial strain!
Social media was completely unheard of in traditional recruiting methods (so unheard of it wasn’t even invented yet!) methods that were used to advertise and source candidates were limited to paper-based and word of mouth techniques. Much of which can now easily be completed via social and have the potential to reach a much larger audience.
Now, recruiters and hiring professionals can look towards LinkedIn, Facebook or Instagram as a ‘pre-screen’ method for candidates to gain a greater understanding of their personality traits and their likelihood to fit within the new role.
Social media in recruitment provides an additional platform for jobs to be shared and promoted on. With the potential to gain higher exposure and visibility, than the capability of traditional methods. This is important because, according to Glassdoor, 79% of job seekers choose to use social media within their job search. Demonstrating the importance of HR and recruitment teams utilising these platforms to ensure each role is seen by the right candidate and vice versa.