Over the last weeks and months we have published several blog posts on the proceeding digitalization and related changes to the labor market. The digitalization also affects our industry, the recruitment. Fancy apps and technological tools turn up, which are partly based on artificial intelligence. This leads a recruiter to wonder: Will my job at some point completely be replaced by technology?
Robots & co. will not replace recruiters
For us, the answer to this question is clear: Recruiters will not be replaced by technological tools in the foreseeable future. The essence of our work is to select and to actively contact talents. And this is based on something that digital solutions cannot offer: time-consuming personal contact!
The challenge is not to find the best professionals, but rather to find the right ones – i.e. those, who are the perfect fit for the team, for the company culture and those who have the right know-how or all the requirements to acquire the necessary skills. Because those are the employees, who are loyal and drive a company further. To find them, trustful and personal relationships are needed, with companies and candidates alike.
Especially in times of an increasing lack of specialists, a great workforce is essential. To win and keep them is not only a central task for companies, but also a resource-intense one. Thus, it is all the more important to target the right people and instead of investing in an "alleged match," that turns out as not committed.
Digital tools are certainly helpful add-ons, also in the recruitment process. We all live with our smartphones in hand, increasing connectivity and transparency. For example, Social Media supports Employer Branding, which communicates a company's values to the outside world and thereby promotes a natural pre-selection of candidates. That streamlines and optimizes the recruiting process.
Therefore, we at Coopers do not see digitalization as a threat, we rather look at the many beneficial chances that come along. We conducted an interview on this topic with Denise Stuker, Operations Director at Coopers Group AG.
Dear Denise, what is your opinion on digitalization? How does it affect the recruiting business?
Denise: There are already some apps and algorithm-based tools that are supposed to accomplish the recruitment. If you are looking for specific skills, though, such technological solutions are no alternative. In my opinion, the semantics of the existing tools are not yet sophisticated enough for more complex job profiles.
What exactly do you mean by that?
Denise: For example, these tools don't check back and they are not yet ready to manage different keywords with the same meaning. Many candidates don't know how to write a good CV, which keywords to use etc. Paper doesn't blush. Most CVs contain facts but not explanations. Therefore, an algorithm quickly misses an actually good candidate. We recruiters read between the lines of a CV and ask selectively for insights not presented in the profile. Why did the person change jobs, which are the geographical preferences etc.
How does that change the relationship between recruiter and companies?
Denise: In 2006, when I started, the first contact with the client was often through phone. In the meantime, this changed towards email communication. Yet, the reasons to work with us are mostly still the same. Either, our client has not managed to find the needed skills or there are too many candidates for a vacancy, which implies a high workload, especially if you want to respond kindly to every application. The open availability of candidate information on platforms such as LinkedIn and Xing are often not very helpful, either. Finding the right people is still an art and very time-consuming.
We are convinced that it is more sustainable to invest our time in sound relationships with clients and candidates, rather than extensively spreading CVs. This fosters a reciprocal relation that is eventually more fruitful.
How did the relationship to your candidates change by that?
Denise: The relationship to our candidates is still very intense. Our focus is on trust, since we speak in detail and have to address quite personal subjects. We consult candidates with their career and support significant as well as life changing decisions. We point out, which further trainings or certificates are currently in demand on the market or in which industries a certain skill profile can generate added value. We revise CVs to make them readable for external parties and to highlight individual qualities. Oftentimes, this is task is quite challenging for candidates, especially when they have many years of practical experience and therefore quite comprehensive CVs. All things, an app doesn't do for you.
How would you describe Coopers' digitalization strategy?
Denise: We see digitalization as a chance and we will use existing systems to support us as much as we can. Especially Social Media offers so many possibilities to get in touch and the reach out to local as well as international candidates. We try to reveal a lot of team personality, so candidates can take part in our "agency life." That way, they know whom they are dealing with and the contact is less anonymous. Yet, our personal relationships, with clients and candidates alike, are and will remain essential for us to make a good job. That is also why we regularly organize live events, to encourage an exchange and to strengthen relations. Our doors are always open and we always lend an ear to the needs of our clients and candidates.
Great closing words! Thanks so much, Denise, for your time and your insights.
Photo by Glenn Carstens-Peters on Unsplash
