Those of us already immersed in the workforce back in the 90's probably recall the mixed feelings and opinions surrounding the introduction of Email in our jobs and daily lives. Many people were enthusiastic about learning how to use this tool to simplify their lives and expedite communication. Others were reluctant to implement this new technology - things were just fine the way they were!
It reminds me of the conversations we hear today about the countless possibilities artificial intelligence has made available to us. Regardless of how you feel about AI, you’re using it somewhere in your life. The recruiting & hiring world is no exception - automated recruiting systems and human recruiters are both vying for a central role in talent acquisition. For the last several decades, we’ve relied on recruiting and hiring platforms like LinkedIn, ZipRecruiter and Indeed that use continually developing algorithms to help connect qualified candidates to positions of interest.
More recently, there has been a rise in popularity of online recruiting services, such as Recruiterflow, facilitated almost entirely by AI. As organizations seek to streamline their hiring processes and find the best talent efficiently, it's crucial to weigh the strengths against the limitations of each approach. How do we change with the times and use AI to our advantage, while maintaining a human touch in our work and streamlining recruiting efforts?
Finances First
With more affordable prices and time efficient options available, it may seem like a no-brainer to ditch the traditional recruiters and let an automated recruiting service find the newest member of your team. Though it’s no secret that a computer will always lack the nuance of a human employee in any role, it’s understandable that many business owners would choose to cut costs in this area when talking about recruiting in the traditional sense. However, the cost of a bad hire could very well total more than a larger investment upfront to find the right person for your team.
The bottom line is, when a business engages in a hiring process, they're investing so much more than just money. For a role you can’t compromise on, there are factors that need to be taken into consideration that AI and traditional recruiters won’t account for. Why not spend more now rather than later? With our personalized, targeted approach to recruiting, we feel confident you’ll be more satisfied with your results and won’t have to risk losing an investment in a new employee only to have to let them go.
Relational vs. Transactional
Our mission at CoachCruiting is Getting Teams Right. In order to be equipped to do so, we need to have an in-depth understanding of your company culture. This goes further than keywords typed into an algorithm or words on a page. Our Site Assessment is one of the biggest elements of our process that differentiates us from automated recruiting and traditional recruiters. So what does this look like and more importantly, what’s the real purpose?
During a Site Assessment, we’ll spend time with each individual on your team, get a gauge of the team's strengths, concerns, and needs. We’ll ask questions that provoke thoughts about what’s important to your team and your company as a whole. We implemented our Site Assessment initially in our hiring process to best inform our hiring decisions. However, what we have heard countless times from business owners, is the incredible value these insights bring to them. We'll gather information from an outsider's perspective that informs your current and future hiring strategy.
With the context and understanding gleaned from a day spent sharing an office with your team, we believe we’ll have a unique advantage in finding the perfect person for the seat you need to fill. We’ve repeatedly found a correlation between a great fit for your company culture and optimal job performance and satisfaction. Most importantly, these two things put together equal an overall increase in your bottom line revenue.
Technical vs. Transferable
Another key part of our process is an emphasis on transferable skills. While technical skills are obviously necessary, we see plenty of resumes with years of experience, good tenure, and maybe a list of generic soft skills. But what do we really know about a candidate’s communication style, leadership skills, and adaptability without a face to face interaction?
One of the greatest things about our process at CoachCruiting is our initial interview. This allows us to screen candidates by way of an actual conversation, vs. a resume, recruiting site Q&A, or cover letter, before you spend your valuable time speaking with them. We often find candidates that check all the boxes on paper, but don’t live up to our hopes or expectations in their interviews. We’re then able to make the decision to either not recommend a candidate, or to send a recommendation that includes any concerns we have about culture fit, etc. Either way, this aspect of our process saves you time and protects your bandwidth to focus on your day to day throughout the search for your next hire.
Our goal is to take the hiring process from a headache, to a simple, easy and seamless endeavor, so you can focus on running your business. We aim to partner with you as you strategically build out your organizational structure and strive to achieve your long term business goals.
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