Find inefficiencies in recruitment process then change them
9 March 2015
Recruiters should think about what really annoys clients with the recruitment process and find solutions accordingly, says digital recruitment expert Felix Wetzel.
Mon, 9 Mar 2015 | By Graham Simons, reporting from the TEAM conference in Northampton
Recruiters should think about what really annoys clients with the recruitment process and find solutions accordingly, says digital recruitment expert Felix Wetzel (pictured).
Speaking at the third annual conference of The Employment Agency Movement (TEAM) on Friday [6 March], Wetzel, who spent 12 years at Jobsite as group marketing director, told delegates it was inevitable recruitment would continue to become more automated, and to add value, agencies should seek to improve inefficiencies to recruitment processes.
“Successful innovation always starts with seeking out the inefficiencies within a system. Where is the frustration? What pisses your customers off? That’s a great starting point for innovation,” he said.
“Think about Richard Branson. He found people hated the flight to America as it was really boring because all you could do is sit and listen to music, and that’s why he had the first in-flight system. That’s innovation.”
But Wetzel warned the recruitment sector was behind the curve in embracing technology.
He added agencies that fail to work with technology, assuming there will always be a place for recruiters due to the human element required in securing a cultural fit, will go the way of the high-street travel agency.
“We’re always told about culture and why people hire, and ‘what is my cultural fit?’. The recruitment process is always seen as personal but that is what the travel agent said before they got automated,” he added.
Speaking at the third annual conference of The Employment Agency Movement (TEAM) on Friday [6 March], Wetzel, who spent 12 years at Jobsite as group marketing director, told delegates it was inevitable recruitment would continue to become more automated, and to add value, agencies should seek to improve inefficiencies to recruitment processes.
“Successful innovation always starts with seeking out the inefficiencies within a system. Where is the frustration? What pisses your customers off? That’s a great starting point for innovation,” he said.
“Think about Richard Branson. He found people hated the flight to America as it was really boring because all you could do is sit and listen to music, and that’s why he had the first in-flight system. That’s innovation.”
But Wetzel warned the recruitment sector was behind the curve in embracing technology.
He added agencies that fail to work with technology, assuming there will always be a place for recruiters due to the human element required in securing a cultural fit, will go the way of the high-street travel agency.
“We’re always told about culture and why people hire, and ‘what is my cultural fit?’. The recruitment process is always seen as personal but that is what the travel agent said before they got automated,” he added.
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