A question I get on literally every new client call: how do you screen your candidates?
It’s a daily reminder that the recruiting industry will be disrupted some day.
I’ll back up.
Part of my brain finds the question odd. Because proper vetting is so fundamental to the process, right?
Doesn’t everyone do live deep-dives on skill and experience? Dig into previous job scope? Verify interest in the company? Empathize and understand motivations? Chat with references? Etc.
Well, no. The other part of my brain knows that “resume mills” still exist.
Here’s the bigger issue: most recruiting firms put themselves in the “sourcing” box. If you only do one damn thing, of course you have to separate yourself from those who can’t even do that thing right.
Back to the disruption I mentioned. It’ll go beyond just providing candidates. A full solution. You know, the other things that internal TA departments worry about
Setting interviews, managing the ATS, finalizing JDs, placing ads, overseeing the interview process, finalizing offers, etc.
With better technology? Maybe.
With better services? Definitely.
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