Technology advances have greatly changed how companies and consumers communicate, react and buy into products and services. With companies, across all industries, rapidly racing to find innovative channels to communicate with consumers; customer’s demands for better interactivity across multiple devices are on the increase.
After over a decade of being in the job allocation process, our recruitment agency has certainly faced innovative changes every step of the way, with increasing requirements to find better ways to communicate, interact, ascertain staff, allocate job roles and respond to company’s demands of guaranteeing the right recruit for the right role.
What we do not do, and is testament to our success in a largely competitive market, is push round pegs into square holes! Each and every candidate we interview, vet by their job experience and credentials and put forward to our customers, are individually sourced, met and authenticated and are looking for a career rather than just a job.
Although, digital evolution has seen a dramatic shift in how companies approach the talent search and recruitment process, our one to one processes are designed for a like to like match to a role the candidates are suitably qualified for through experience and character – wholly understanding that one job cannot possibly fit all!
As customer’s demands to communicate via mobile technology increases, we understand the pressures, companies and recruiters are facing, finding new ways to reach out to potential candidates, with adverts and apps that will spike interest, and encourage engagement and subsequent applications for job roles.
Giving job seekers instant updates about job availability, immediate feedback to job applications and video platforms for interviews – mobile technology has put pressure on recruiters to engage and interact more imaginatively and innovatively.
But as the recruiting dynamics shifts to digital platforms – does this counter for a better service or are they susceptible for downfall? Can mobile technology really replace human interactivity?
Fifteen years ago, CV’s and cover letters dominated the application process with social media channels and online forms creating a mere supplement to this process; allowing companies to expand candidate searches and slightly reducing resources spent on staff who would have to manually analyse CV’s individually.
Nowadays, as technology advances project the way we interact and communicate with consumers, channels that offer faster responses and can be accessed almost instantaneously are rapidly replacing human interactivity – vast becoming preferred methods for both companies and job seekers, or are they?
Although, technology can reduce time and money in the selection process, we have found that it cannot source a candidate by character, personality or human instinct regardless of how advanced technology has become – qualities which can significantly bring together a role and contribute to an overall, wholesome employer brand.
Mobile technology certainly evades lengthy job application processes and can speed up the recruitment process, but they can never replace human interactivity; a fundamental necessity in recruiting the best person in reality, as well as on paper!