Traditional recruitment outsourcing typically goes a little something like this…
Company A has a job opening and passes on a job description to a recruiting agency. Recruiters post the description on job boards and collect resumes that have keyword matches. Candidates are passed to Company A. Company A spends precious business hours combing through resumes and interviewing candidates that aren’t exactly right. Company A hires Candidate A. Candidate A is fired or quits because the job isn’t right for them. Company A goes back to the drawing board and starts all over. Result: lost time and lost sanity.
High-touch recruiting with Velocity Resource Group (VRG) looks a little different…
Company A has a job opening, passes the description to VRG. VRG’s Asia based location searches for and delivers candidates overnight to the US based locations. Recruiters in the US reach out to candidates to discuss the position and qualifications. Company A accesses their personalized dashboard to get a closer look at searches performed and which candidates are moving forward in the process. Company A chooses candidates to interview. Company A finds the perfect candidate and makes a hire. Result: saved time, saved costs, and a happy company.
67% of employers believe retention rates would be higher if candidates had a better idea about what to expect when working at a company before taking the job[i]. This is where VRG sets themselves, and their candidates, apart. VRG gets to know candidates and makes sure to paint a picture about the company before moving them on to the next round of the interview process. This ultimately saves time for them and the company.
High-technology and passive candidate sourcing alone has been viewed as less effective by 52% of hiring managers[ii]. A high-technology approach takes the human component of hiring out of the equation and only focuses on key words in a resume written by a human. This artificial intelligence (AI) and other automated systems have a lower accuracy and ultimately take away from the candidate’s experience. AI is not as effective of an approach because it misses key points that make a candidate more than an okay fit, but a perfect fit. Factors such as personal qualities, unique backgrounds and ability to fit into a company’s culture can throw a monkey wrench into the high-technology approach. By investing resources into the candidate experience, like a high-touch approach, organizations can improve their quality of hires by 70%[iii].
When it comes to the high-technology approach, VRG utilizes the shift towards automation while simultaneously putting their high-touch approach to good use. By screening the candidates, VRG can look at the whole package they offer rather than just what their resume indicates. Maybe the candidate is missing knowledge of a program, but they can communicate extremely effectively on the phone. That good trait can outweigh a missing skill, but the high-technology approach would miss that candidate completely.
If you’re ready to learn more about an efficient process for high-touch, relationship based recruiting, get in touch with Velocity Resource Group!
[i] Harris Interactive Survey for Glassdoor, 2014
[ii] Glassdoor Survey, 2015
[iii] Brandon Hall, The True Cost of a Bad Hire, September 2015
Categorized in: Work
This post was written by Elevate, Inc.