I doubt I need to join the chorus talking about how it’s a challenging market with more high tech roles than experienced candidates. Everyone’s talking about how many developers they need before December, and so many people get stuck on this code language or finding new boolean strings for the code communities.
But what about your recruiters?
With this talent deficit, we’re not just having a harder time finding tech talent. We’re having a more difficult time hiring recruiters who know what they’re doing, too – recruiters with the experience to know how to discover what a candidate will respond to, not just where to find them. These highly skilled recruiters are in short supply and make a lot of promises that end up being all talk, no hires.
Junior talent represents an enormous opportunity for companies willing to invest in potential over practice. This got me thinking about how we train junior recruiters to “level-up” and have the skills of a senior recruiter despite their lack of experience. Historically, recruiters have avoided recent grads and junior talent because they didn’t have the tools or tactics to measure a candidate’s aptitude or even know where to find them in the first place. But when push comes to shove, what really is the difference?
A few things come to mind. Knowing how to scan a resume and knowing what to look for. Creative discovery tactics for hard-to-fill roles. Managing the volume of candidate conversations. These are all things we can coach, theoretically, but in a technological age, tools can help a junior recruiter perform at the same level as a senior recruiter. These tools include HiringSolved to speed up search and chatbots like Rai to automate the mundane. The list goes on.
What we should really be looking for are communication skills – because when a recruiter fails, it’s not because of a lack of talent. It’s because of a lack of communication. We should be testing for curiosity, communication, persistence, and empathy – not boolean strings – if we want to find great junior talent. Or any recruiting talent, really.
So, now’s the time. Find those tools. Interview those junior candidates. With more tech available than ever, it’s time to stop worrying about the death of recruiting (which is not real) and start focusing on the ways we can use tech to hire wisely and give our teams the advantage in the talent race.