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2 HR Trends Defining the Future of Recruiting Technology [Interview]

In Hiring Software & Tools — by Recruiterbox

Our CEO, Raj Sheth, was a recent guest on the TechnologyAdvice Expert Interview Series to share his insight on the intersection of sales, marketing and technology. The series, which is hosted by TechnologyAdvice’s Josh Bland, explores a variety of business and technology landscapes through conversations with industry leaders.

The subject of this episode is recruiting technology trends.

Below are a few highlights from the conversation:

TechnologyAdvice: What trends have you seen in recruitment over the past few months and how specifically is Recruiterbox reacting to them?
Raj Sheth: There are lots of trends, but a couple of important ones come to mind. I’ll segregate this into two types of companies. One type of company is a fast-growing company, where the hiring is happening fairly quickly. Their sources have been and continue to be very diverse. They put their openings up on LinkedIn and Indeed and they’re also working with external recruiters. They also have internal sources that are adding profiles from LinkedIn. They’re also working with referrals.

This is what we see, right? There are a lot of sources.

The trend we are seeing is that the faster moving companies need a lot more feedback, need a lot more intelligence on what is working and what is not. Because these folks don’t want to keep blindly spraying the openings everywhere and then waiting until somebody comes in and they get hired. They want to learn from that. They want to learn what’s working, what’s not working. And essentially from a product standpoint, this is what they are increasingly looking for in a recruitment software.

The second big trend from a product standpoint, which has not been exposed too much yet, is that a company wants to know how they should be running their evaluations. It’s not good enough for recruiting software just to have some sort of stock template on top of which the company can build the evaluation.

The product will need to start signaling to hiring managers and CEOs that how to set up the evaluation process or template. Instead of doing something ad hoc, or instead of not knowing what to look for, now you can cue managers into exactly what they should be looking for. It makes the process a lot more objective.

I believe that we’re going to see a lot more interesting and exciting things coming out of the hiring products space, in terms of how to help you get better at hiring, how to help you structure your evaluations.

This is one of our key focuses for Recruiterbox in the months and years to come. This trend is very exciting because it’s going to just help people be a little more on the same line as to their own capabilities in terms of hiring.

TA: Do you think recruiting technology companies and software like this will allow companies to get away from external recruiters?
RS: Let’s say that we crack this in terms of a product, and everybody is helped by this and they’re using it. Does that mean external recruiters will disappear? No, because you’re talking about two or three different points in the problem, the first one being sourcing, right? You need to put people in the funnel, right?

It’s not going to be absolute. However, companies and marketplaces will get more attuned to how they can meet the best candidates. How they can communicate to candidates the kind of work they do and what their culture is about. Just putting office pictures on your About Us page doesn’t really give context to the employee as to how you have split your teams. What do those people on the teams do? There is no instrument that tells the candidates that.

To come back to your question about external recruiters, we have a great example. LinkedIn, if you think about it, now it’s one of the major channels, but when people [first] got on to LinkedIn, it was quite a paradigm shift. There was no directory of all the professionals in one place.

However, even with LinkedIn, it’s not like external recruiters disappear, which kind of makes my point about how these things are not in absolutes. Even today, it’s not like everybody finds people off LinkedIn. Even in that target segment of when people are looking for certain VPs and directors and what not, it’s not all coming from LinkedIn. It’s actually not even a significant percentage. It’s still a very diverse source.

This podcast was created and published by TechnologyAdvice, a Nashville, Tenn.-based Inc. 5000 company that is dedicated to educating, advising, and connecting buyers of HR software. Interview conducted by Josh Bland.

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