Has the way we recruit changed forever?
Kim MacNamara, business director, Ashley Kate HR: Recruitment will become even more competitive for both internal and external recruiters. Larger companies will keep a closer eye on cost savings, so external suppliers will have to offer much more demonstrable value. The role of the recruiter will change as the spotlight falls on the desire to connect the whole process, from sourcing candidates to training and development, up to and beyond when they leave.
Advances in technology including video interviewing and Smart apps will open up the recruitment world even more. Networks including crowdsourcing will become the norm as recruiters work more effectively with their connections to fill job roles and we will see more use of gamification-type attraction strategies to secure the best talent.
Andy Montgomery, associate partner, Eton Bridge Partners: All industries evolve and recruitment is no different. It will continue to do so and we should always be striving to do things better, engage with technology and our audience, and deliver the best possible service to clients and candidates.
Debbie Gray, director, Totum: In recent years many law firms have altered their approach to recruitment. It’s often either given to a junior member of the HR team to manage or is increasingly process-orientated with the introduction of online portals and/or on-site managed service solutions which are very KPI driven.
While internally these are seen as ‘cost effective’ solutions, from an external perspective they are having a detrimental effect. In these cases either the ‘human’ touch is removed from the process and candidates have to endure automated responses, or an inexperienced individual is making decisions on who should be met – often without having the expertise and understanding of the business and what is required. Firms that apply either of these approaches often miss out on great candidates because they make the wrong decisions, so candidates choose to go to firms where they have a much more positive, hands-on experience.
What does this mean for the future? Well, of course firms need to make choices that reduce costs, but it’s imperative that these are not made to the detriment of how they attract the best talent. Ultimately, these individuals are what will make them successful, or not, in the long term. The way we recruit has changed, but only as new methods and technologies have been added to the mix. The old methods still exist and still work. What we are finding is that, increasingly, each role requires a different approach and a combination of traditional and new recruitment methods.