As technology improves and the introduction of robots who can ultimately do half the things we as humans can, it was only so long before recruitment fell into this. Gone are the days when you used to walk into a building with your CV in hand asking if they had any vacancies.
Thankfully now we can see live job adverts and apply easily at our desks or even just contact a recruiter via email. But how far can we push this? Recruitment is as James explains a personal process, so eliminating this and using technology to filter CV's - how are you going to get what's best for either the candidate or client?
We look at each application we receive individually, we contact, call and even meet our candidates to provide the best level of service we can. If the role they have applied for isn't right for them, we keep in contact for other or future possibilities that could be of interest.
' Technology has its part to play, but as a supporting actor rather than a lead'
What it is that goes into the makeup of a good Recruiter, and of course what goes into the make-up of a bad one.... When you’re looking for a new role, what would you prefer to trust in; a human being who understands and appreciates your circumstance, has taken time to engage in an appreciation of your interests and career prerogatives, assessing all available options to provide a well-matches roster of suitable opportunities? …or would you prefer to type your details into a system and see what it comes up with; which will invariably be too rigid, too structured, and too impersonal to fully appreciate your situation?
