Over the last few years it has become significantly harder to gain competitive advantage as a recruiter through the use of tools and technology alone. Why? Because everybody has access to and is using the same things. Take LinkedIn for example – there was a time when having LinkedIn Premium, or using LinkedIn Recruiter put you one step ahead of your competitors, however now those tools are seen as staple requirements that every organisation use.
I was having a conversation with the director of a successful local recruitment firm recently and we discussed how tools and systems are still the key to maintaining your competitive advantage even though it’s now arguably more difficult; they are the key to enhancing performance, to getting to market more quickly than your competitors and to quickly finding the best candidates. So what sort of tools and technology should you be using with this in mind?
The idea behind people aggregators is that they consolidate multiple profiles for your candidates giving you an overall view. Combining their professional, social and technical profiles where relevant, they give you a much clearer and complete picture of who a person is which helps when it comes to placing them. The fact that it does this for you saves you time, and allows you to get to the right people first while others are still doing their homework. Rather than go in to any more detail about the process itself, here’s a link to a Sourcecon article which explains and recommends how to go about evaluating aggregator tools – check out companies such as TalentBin, HiringSolved and Dice/Open Web as examples too.
Intelligent Candidate Sourcing Tools e.g. SourceBreaker
SourceBreaker and similar tools are particularly helpful for new consultants, helping them to perform candidate searches correctly and educating them around best practices while giving them the results that they need from day one. They also help more experienced recruiters by allowing them to get to the best candidates more quickly than the competition. It works by suggesting the optimum searches to use based on a few keywords, avoiding errors (they say that 48% of recruiter searches traditionally contain at least one), saving time and making every search far more efficient when it comes to finding the right people.
Comprehensive Communications Technology
This may seem like a slightly strange one, but the firm I mentioned previously said that they put a lot of their success down to their communications technology – specifically the insights that it gives them when it comes to productivity and performance. It enables them to continually advance their operations, streamline processes and further develop staff through easily identifying opportunities for improvement. The key is being able to access this information quickly, effortlessly and in a way that means it can be shared with the organisation as relevant – so, when choosing your technology be sure that it has the ability to both capture and present the most important statistics. Functionality such as call recording is also beneficial, giving you more qualitative information for coaching and development purposes. The right solution should save you money too, allowing you to invest in other things such as the tools mentioned above without a steep increase in overheads.
In what has become an increasingly competitive industry it’s so important to be taking advantage of performance enhancing opportunities wherever possible, so technology which can help you achieve this, save time and sometimes save money are no-brainers. Communications technology is my company’s area of expertise so if you need any help in this department let me know – and I hope you’ve found the other pointers useful too!