Traditional Recruitment Methods
Traditional recruitment methods have and are still being utilised by employers around the world. The familiarity of using methods like paper-based job postings, internal hiring, referrals and word-of-mouth, is what makes these still popular choices amongst lots of recruiters today. However, these techniques within hiring and recruitment are simply not enough to acquire top talent today. Innovative technology has changed every aspect of modern recruiting and we are now seeing the effect this has on the traditional ways of managing candidates.
Traditional Methods Are No Longer Enough to Acquire Top Talent
Time to Hire
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 as it is very time-consuming. Open positions can go unfilled for months for many reasons, including a lack of communication between the HR manager and the Hiring Manager looking to fill a position.
As traditional recruitment methods depend on human judgment, it creates the risk of making unconsciously biased hiring decisions. In order to avoid this, technology can provide employers with the means to screen and filter through applications to reduce the risk of a biased hiring decision.
Depending on the number of roles a company is recruiting for, the cost of recruiting can quickly increase. Further costs can also lie in the time it takes to source, screen and ultimately hire the right candidate. Technology enables recruiters to reduce the cost of hiring by reducing the time it takes to hire. This is due to the fact that everyday tasks such as sifting through job applicants can be automated.
A recent article by Google highlights that along with traditional sourcing, there is a need for re-engaging candidates in the talent pipeline.
Pipeline automation uses technology that automatically nurtures your candidate database and allows you to filter your candidates based on a real-time engagement score. The technology tracks and scores each candidate’s interaction with your content online across your websites, landing pages, social media and more. Each time a candidate interacts, your pipeline automation software monitors this, records the action and scores their profile on your database.
To generate the same level of insights with traditional methods, recruiters would need to undertake this 1:1 with each candidate, which would lead to wasting time talking to answering machines or having fruitless conversations.
With pipeline automation technology, recruiters can eliminate cold-calling and strike conversations with candidates who have shown an interest in the company and the role. This allows for a reduction in the time-to-hire, the cost per hire and improves quality of hire. According to a Deloitte Bersin report, companies that use artificial intelligence, predictive data analytics and other technology tools, are more successful than those who don’t. The research indicates that these companies show 18% higher revenue and 30% greater profitability compared to those that don’t use these tools.
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