The Expanding Recruiter Role as a Personal Career Agent
In the second instalment of this two part blog series, Toby Conibear, European Business Development Director at Bond International Software, offers his advice for recruitment agencies wanting to keep pace with the ‘flexible’ working trend, and how to ensure that technology is being used to maximum effect in order to secure the perfect candidate.
Personal Career Agent
The role of the recruiter has changed dramatically over the past 10 years. The emergence of social media platforms, the various working patterns and changes in legislation have all pushed the recruiter to take on a very different role – ‘the personal career agent’.
In short, the recruitment agent is now responsible for guiding talent through the various stages of the recruitment cycle, whilst keeping up to date with the various intricacies of the flexible working roles which their clients may be looking to fill. So, how does the recruiter do this?
Finding the right candidate is about having a good blend of search tools regardless of the hours which are being offered to the candidate – having in-depth background knowledge of the industry and using CRM & sourcing software – all provides the recruiter with a good toolset which can be the difference between putting forward just ‘a candidate’ or ‘the perfect candidate’. The historic use of the CRM acting just as a simple database is no longer the case – it now helps recruiters to fully understand the candidate, the client and to take advantage of the opportunities in the recruitment market.
Creating Effective Advertising
Using advertising and job boards can result in finding the needle in the hay stack when it comes to filling a role. However, when it comes to recruiting for more specialised roles or those with shift patterns or specific hours, it is important that the recruiter knows exactly which advertising mediums and job boards are not only the best return on investment, but have the audience they are looking to appeal to.
Having intelligence about various industry sectors, roles, locations and the success of previous advertisements is critical. Knowing where the candidate has come from by being able to track adverts which have been responded to and generated CV submissions is vital for future placement of candidates. Through to using a piece of software which monitors the performance of advertising and gathers intelligence as to where spend is best placed, the recruiter is able to see that spend is being wisely used.
The role of the recruiter is changing as is the way in which we work. Flexible working is now the norm. Who knows what will be considered ‘the norm’ in the future – only time will tell. One step to take is for recruiters to ensure that they are using all technology in their toolsets, whilst using the human element of the relationship to provide guidance and future planning for both candidates and clients. The combination of both will mean that a recruiter places the best person for the role every time – for now and in the future.