Subsequent yr, Firefish Software program strikes into its twelfth yr of enterprise, and what a improbable trip it’s been. As we put together to say goodbye to the curler coaster yr that was 2021, it’s obtained me serious about the journey it’s taken to get right here.
I began out in recruitment in 1998. Again then there was no such factor as revolutionary recruitment tech! As a substitute, we needed to go to excessive lengths to pitch for roles and supply candidates.
Be a part of me as I look again (and snicker) on the ridiculous issues we needed to do earlier than recruitment tech got here into play…
1. Utilizing newspapers as job boards
I can nonetheless bear in mind the thrill I felt each Thursday morning once I went to select up the newspapers for work. My staff and I might flick straight to the roles part to see who was recruiting roles and if our company’s advertisements nonetheless had the market’s share.
Newspapers have been job boards again then and being a 360 recruiter meant you’d pitch for a job, coordinate a newspaper advert, and wait to listen to from candidates by cellphone or submit. Each ‘marketing campaign’ had a begin and finish date, so to get the job stuffed we’d sift by way of the paper CVs we might obtained one after the other.
The most effective factor in regards to the golden period of newspaper job advertisements was that in contrast to in at present’s market, there was zero duplication and when you received the job, the charge was yours to gather on placement. So in impact, each job was unique and distinctive so that you can work on – think about that!
2. Utilizing submitting cupboards as a CRM
The necessity for good recruitment know-how is strictly why I began this firm, so it’s arduous for me to think about a time when Firefish Software wasn’t serving to recruiters change the best way their recruit.
After I began recruiting, it was actually arduous to section completely different teams of candidates. Sorting issues manually was the simplest solution to go about it. We used a handbook submitting system, and a trusty submitting cupboard.
Like a stone age CRM, submitting cupboards have been a haven for storing candidate and consumer information. Not like at present, in case you filed one thing improper, you couldn’t hit ‘undo’ or ‘restore’, as an alternative you’d find yourself in search of a candidate’s CV, generally for days.
3. Counting on couriers to ship a candidate shortlist
Every time my CV deadlines have been looming, I’d must get my candidate shortlist to my consumer in a matter of hours. As a substitute of counting on the submit, I relied on couriers (typically on bikes) to get them throughout city.
Now you is perhaps pondering‘what about fax machines‘? However again then, fax machines have been nothing like they’re nowadays. The best way candidates offered their CVs was crucial and something you faxed would come out wanting like a chunk of bathroom paper with ink spilt throughout it. All I can say is, thank tech for electronic mail!
4. Working largely from the telephone book
Throughout my time as a recruiter, I at all times joked that “all I would like is a yellow web page and a cellphone!” to get my work executed. Again then, the UK’s greatest phone listing was mainly what the web is at present. We’d pluck out random firms and make our calls. To achieve success, you wanted to be daring, resourceful and relentless – expertise top-billing recruiters nonetheless must this present day!
Today, discovering names and numbers solely takes just a few clicks, however again then, looking down leads and connecting with individuals took much more effort and time. It took a lot work, that in case you have been fortunate sufficient to get a prospect on the hook, you’d get an enormous pat on the again from all of your friends.
5. Shredding outdated paperwork
Organising your submitting cupboard was one factor, however selecting which paperwork to shred was a complete different kettle of fish. I bear in mind operating out of house in my submitting cupboard and deciding which candidate CVs to carry on to, and which I wanted to scrap. There have been no recruitment metrics to inform me who was unengaged, or again available on the market. You’d simply need to take a shot at nighttime!
Fortunately, reviewing and shredding outdated CVs is a factor of the previous. As a substitute, we will now simply filter out our unengaged candidates and hit bulk archive/delete.
6. Coping with day by day candidate walk-ins
After I labored in recruitment, candidates have been welcome to stroll into the workplace off the road. It’s truthful to say, this stored us on our toes!
It doesn’t matter what you had deliberate that day, if a candidate got here in, you’d drop every little thing to are likely to their wants. At that coronary heart of it, that is true of any good candidate expertise.
Greeting candidates as they walked in acted as a relentless reminder of the truth that we take care of actual individuals and assist change their lives for the higher day by day. Whether or not we’re serving to somebody from behind a pc display, or face-to-face, it is essential we at all times remind ourselves of this.
As I got here to the top of scripting this weblog, I used to be frightened I might began to consider my time in recruitment as ‘easier and higher instances’. Fortunately, that isn’t the case! Whereas it’s enjoyable to reminisce in regards to the issues we used to do, it’s unrealistic to suppose we will nonetheless recruit this manner.
Because the CEO of the UK’s largest privately owned recruitment CRM enterprise, I dwell and breathe recruitment know-how and see it as nothing however a constructive drive. It’s continually altering the best way we recruit for the higher.
Embracing new know-how is the important thing to staying forward of the curve. Use it to automate your mundane duties, and also you’ll unencumber time to give attention to probably the most beneficial, respectable and human components of recruitment.
For tips about easy methods to have interaction recruiters in new tech, obtain the eBook beneath.