Can Technology Kill Recruiting?

Originally posted on Recruiter.com February 10, 2014.

This Might Make You Reconsider Your Application Process

It all stems from this little quote from Forbes contributor Liz Ryan, “Before you automated a process, every business analyst and programmer told us, it had to be a sensible process on its own.” It makes complete sense doesn’t it? Ryan wrote a pretty eye-opening piece on the root of a lot of recruiters’ issues with everything-automation, called “How Technology Killed Recruiting.”

Here’s the breakdown of that piece and why I couldn’t agree with Ryan more:

First things first, recruiters need to knock it off with the redundant, irrelevant fields and questions. The example that Ryan used was from a friend who was applying for a school principal position. After establishing the desired position on the form as principal, she got down to standard field of “Tasks and Responsibilities.”

This candidate is definitely not alone in her feelings that this field is just plain stupid. Anyone recruiting for a principal position probably ought to know the tasks and responsibilities of a principal. Great, now that we have established that we both know the definition of a principal, we can get on with the rest of the application.

Ryan contends that instead of asking obvious questions, recruiters should start soliciting information that is actually informative. What a novel idea! Recruiters should instead ask specific questions that could reveal what the candidate accomplished in their time in that position. Read more…

photo credit: neurmadic aesthetic via photopin cc

Maren Hogan

Maren Hogan is CEO of Red Branch and general Bad@$$

Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. Maren started Red Branch Media and, before she hired all the smiling faces you see below, she ran it on her own. In marketing for over 15 years, she has deep experience in strategic campaigns and a long-term, results-based operational approach.