LinkedIn is a go-to platform for most recruiters, offering access to thousands of candidates with the click of a button. However, the internet is always changing, and LinkedIn is no exception. Among the changes it has recently made, Linkedin is now reducing the number of connection requests its users can send, increasing how common it is to send recruiters to “LinkedIn jail” and increasingly putting restrictions on consultants’ ability to have visibility across the network.
Recruiters can try to combat these issues by making the switch to offerings like LinkedIn Recruiter, but it is important to note that these services still do not fully solve the issues that LinkedIn is creating. Linkedin Recruiter still limits number of connections that a user can make, instead prompting users to send InMail’s, which has a much lower response rate than connection requests.
By acting as a separate entity from your LinkedIn network, Recruiter contains all your leads meaning that if your recruiter license changes you have the potential to lose all your contacts. Chatting through InMail does not connect you with a lead long term, and in an industry like recruitment where connections are everything, this is a big issue.
With these changes coming into place there is a growing need for recruitment agencies to invest in other technologies to support their consultants.
The recruitment market is extremely hot right now, and recruitment consultants looking to take advantage of this strong market need to ensure they are working for an agency that goes above and beyond to support their sourcing requirements.
There are tools available that every agency should be taking advantage of to help its consultants navigate these changes and enable them to do their jobs better.
Data
Since the early 1980’s recruitment agencies have managed their client and candidate data using CRM systems. These systems have evolved greatly since those days to offer much more functionality, improved user experience and are increasingly offering additional services either via integration or inhouse development. However, every agency has a CRM system so this isn’t often a clear differentiator between agencies for the recruiter.
Sourcing
Databases: With restrictions on the usability of LinkedIn, having ample access to alternative candidate databases is one of the most essential sourcing tools that recruitment agencies should be offering. Agencies need to be investing in other sources for candidate information such as databases like Indeed and Zip-recruiter, Chrome plug-ins like Lusha or sales data like ZoomInfo to help consultants connect with as many potential candidates or clients as possible. Memberships of trade associations, participation in trade shows and other memberships can also be a great support to consultants looking to access additional data.
A growing technology within the recruitment segment is AI search, which enhance the search process and increases the speed with which a consultant can find talent. AI tools use predictive automation to help automate the search process and can include conducting candidate searches, screening questions, interview scheduling and more.
Advertising: Advertising is a key investment that agencies need to be making to enable consultants to do their jobs. By promoting job ads on key platforms, investing in sufficient ad spend to increase visibility is a powerful tool to help consultants find qualified candidates. Advertising can fill a percentage of roles (that varies by industry) of roles depending on spend, begging the question of how much is your agency spending and is it enough?
Innovative agencies will also look for additional ways to support their consultants’ ability to source. For example, at DMC we utilize job alert programs, which notify candidates when a job that is a good fit for them is available. This creates an engaged candidate community around the brand and greatly increases the effectiveness of job postings as notifications are sent directly to interested candidates’ inboxes. We also use a technology managed referral program which offers a cash reward for successful referrals, another systemized way to improve the success of the firm’s recruitment consultant.
Screening
Once sourcing is complete, the screening process is another place that recruitment agencies can invest in technologies to support their consultants.
Video interviewing: This technology helps consultants take their screening process to the next level. By prompting applicants to answer key questions during the application process, video interviewing allows consultants to prescreen candidates before they get to the screening stage. This is a helpful tool used to automate the recruitment process and is a big time-saver. There is also an opportunity to use video technology for client outreach.
Automated criminal background checks and automated psychometric profiling tools are other technologies that allows consultants to save time and further streamline their recruiting process.
Once all the necessary tools are in place, offering remote opportunities is a logical next step for employers to offer. With recruitment technologies being mainly web-based, this option is increasingly feasible and in demand for recruitment consultants, yet many agencies are not offering remote systems at the detriment of their employees.
At DMC our technology is most certainly not perfect, but our commitment to consistent evolution of our technology offerings ensures that we are adapting to new technology as it becomes available on the market and ensures that we remain on the cutting edge of recruitment technology. We believe in empowering our consultants to do their best work and technology plays a key role. If your agency is not offering you these tools, it may be time to consider if you are in the right place.
