Is Tech Making Recruiting Better or Worse?

The recruiting profession has evolved to include the frequent use of social media, and even though some of the more traditional recruiters might not like to admit it, they can provide some benefits. These digital tools can provide more diverse and inclusive workforces, accelerated hiring processes and promoting more enjoyable candidate experiences. Yet, the most effective approach to construction recruiting doesn’t rely on technology. It’s important to remember value of human interaction. Here are some of the issues that tech is bringing to the surface in the realm of recruiting.

Easy Access to Unemployed Candidates

Tech is making it easier to find candidates. You know where they are and what they’re doing by viewing their social networking accounts. There’s much more access to them. Yet, you can find pretty quickly that tech is providing quantity over quality. Most often you’re only accessing candidates who are unemployed or miserable and looking for a new job. You’re not going after the best TALENT. You’re going after someone who’s looking for a job. This approach only allows you to reach a fraction of one percent of the population who are even qualified for the job. If you want to avoid sorting through piles of spam resumes, then you’ll need to stop the shotgun approach of reaching out to everyone who has a computer. It’s more effective to use a laser-focused approach to accessing the best talent possible – those who are employed and happily succeeding at what they do.

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