The more recruiters I speak with, the more I realize: what we make of this downturn will define what we achieve in the upturn. That includes teeing our technology up to speak the same language now so we can all be more efficient down the road.
Before this crisis, almost 90% of HR professionals said having technology that integrated into their existing tools was a key priority. More than 60% were using more than five systems at work every single day. When I think about what’s to come as the pandemic subsides, and the economy rebalances, I can only imagine the strain our HR teams will be under. Think more candidates entering the job-hunting market, increased volume, and a real squeeze for existing teams spread thin by a range of new programs and policies to implement fast.
The concept of convergence is cyclical. As new tools and capabilities emerge in any field, it’s only a matter of time before the need to drive a streamlined approach hits a tipping point. For recruiters, that time is now.
We don’t need more tools to help reduce costs, dial back manual tasks, and speed up recruitment. We need better tools that speak the same language and integrate seamlessly behind the scenes.
How do we get there? Finding ways to strategize and pose great questions now is a good place to start. That means asking ourselves: where are our recruiting friction points? Which parts of the process are slowing us down? Which tools were helping us navigate the market before this crisis? And above all: how can we integrate those tools to grow their impact in a post-pandemic world, where time and budget will undoubtedly be harder to come by?
The challenges recruiters faced before this crisis will be amplified as we gradually emerge from it. In 2019, only 6% of organizations believed they had best-in-class recruitment processes and technology; 81% called their recruitment processes standard, or below standard.
Flash forward to 2021, and 2022. Layer in an unpredictable recovery, a veritable tsunami of people and process change, and a flood of candidates hitting the hiring market. Imagine the perfect storm those factors could create for existing recruitment teams specifically, and HR more broadly. If you could connect your technology and tools now to tee up recruitment success later, why would you settle for anything less?
New technology is a powerful tool. HR is ripe with opportunities to automate, and liberate your people to focus on the big-picture strategy your organization needs next. But better tools lose their luster if they’re not integrated across platforms. The way I see it, that’s a risk we can’t afford to take in a market that’s going to keep changing at the speed of light.