The past 10 to 15 years have seen significant changes in the field of recruiting, not only in the branding, advertising and mergers of agencies, but also in the way in which the whole recruitment process is managed. Recruiting tended to be a highly administrative function, largely focused on placing job advertisements in newspapers, then scanning job applications, processing CVs, followed by setting up candidate interviews.
There were massive volumes of paperwork, internally and externally, not to mention any testing required was usually completed in person and, again, was highly driven by paperwork. This was time-consuming, inefficient and not very environmentally-friendly.
Then along came the internet. This opened up a whole new world. It gave access and the ability to connect (internally and globally) to a wider range of candidates. From this then came the advent of the "integrated talent management system".
This assisted in getting rid of unnecessary paperwork and gave way to a process of managing the candidate more effectively. Recruitment and many other fields would never be the same again. These systems are evolving at the speed of light, very much like new games, smartphones or applications for these smartphones. With all this technological advancement and a change in attitude, the recruiting focus is shifting from hiring efficiency to an emphasis on staffing effectiveness. Ensuring you find the right fit for the job, not just for the immediate future, but for the longevity of the role and the company.
Recruiting companies are still held accountable for efficiently processing and rapidly placing high calibre candidates.
However, the effectiveness is gained from using such systems to manage and communicate with the candidate base. This eliminates many of the time-consuming steps, allowing recruiters to better focus their attention on getting the right person for the role.
The difference between average recruiting agencies and exceptional ones lies in their abilities to fill positions with the best-performing candidates at the lowest cost, which is where the integrated talent management systems come into their own.
Costs that are saved in time show up in the fee structure, thus reducing the fee for the service, and everyone involved in the recruitment process benefits.
Mark Doyle is client services manager for Shamrock Recruitment Group in Wellington, which caters to recruitment needs for both client and candidate and specialises in commercial and executive recruitment and psychometric assessment services. See www.srg.co.nz