The Future of Recruitment – Greg Savage & Shane McCusker

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“Candidates will remember how you make them feel”

I think we forget many times that we’re dealing with people instead of commodities and this statement always drives that message home!

The Future of Recruitment  was the topic of this very interesting Google+ hangout conversation which is the topic of today’s post.

If you check out my Resources page, you’ll see a link to Shane McCusker’s blog.  I’m a big fan and I love some of his webinars; in fact here are a couple of my favs…. :

“LinkedIn for Secret Agents” with Lisa Jones from Barclay Jones and “Google Plus for Recruiters”

Shane recently had a Google+ Hangout discussion with Greg Savage which I found interesting and I thought I would share some of the discussion points that stood out to me.  You can go and watch it at the end of this post as well.

The key topic was around the future of recruitment.  Now whether you’re a fan or not of Greg Savage (some people have strong opinions for or against I’ve found!) I found myself wholeheartedly agreeing with the majority of what he was saying.

  • Big organisations are building their own internal/onsite teams to try and get rid of 3rd party recruiters to save on costs
  • Many agency recruiters are treating candidates worse and investing less time in building their own sourcing capability
  • Organisation are not spending enough time and money on social strategies to engage with candidates
  • The only way that the recruitment industry will remain viable is to be able to find candidates that client’s can’t
  • Recruiters only define someone as a candidate when they apply for a job, yet everyone is a candidate ALL the time.  Everyone is active, we just need to ignite them (I really love this term – Ignite!) Greg goes on to talk about seducing candidates into the talent pool and recruiters need to be skilled at bringing the candidate to the client ~ and that is the craft of recruitment.
  • Give anyone a COMPELLING opportunity and they will consider it.  They may not consider it today but they will consider having the conversation potentially for tomorrow or next year

When hiring a recruiter what should you be looking for?

Well apart from 5 key attributes of a great internal or onsite recruiter, which I wrote about recently HERE, here are some great tips by Mr Savage.

Find recruiters who are:

Digital natives or someone who gets it and wants to learn

  • I agree with this one completely!  I find recruiters that are not digitally astute to be less curious and capable of searching for candidates in a diverse range of channels.  Now I’m not saying they can’t find candidates but some methods may be more labour intenstive than it needs to be and there may be many candidates that are left untouched if sourcing channels are limited.

They have great networks and reach as well as the ability to connect with people

  • This is old school! and this may be were the sourcer and recruiter role separation is worthwhile.  It’s still an art to connect with people, sell the opportunity, be empathetic and personable, therefore the searching and the engaging may need to be done by two separate people if those skills are not natural for some of your sourcers or researchers.

Recruiters need to have deep knowledge in a niche

  • Trying to be everything to everyone, means most of the time you’re not good enough to be anything to anyone.  Harsh but true.  As candidate become easier to find, it’ll be the recruiters that have deep specialisation that will rise to the top as the experts in their field.

You need to be able to write well, whether it be blogging or tweeting to influence and create impact

  • Building a personal brand in the market will be one of the key areas for recruiters as they specialise further in their field.  If their reputation, knowledge and connections are exceptional, then specialised candidates and clients in this field will seek you out.

Recruiters with a personal brand that has empathy

  • Candidates are sick of their calls not being returned, just being another candidate that is managed poorly, therefore recruiters who have great candidate service and empathy will find candidate loyalty when every recruiter is trying to represent them.

To watch the full Hangout conversation the video is below.   If you only have a limited amount of time then watch from 15 min onwards.

What do you think are the key things that agency recruiters need to do to stay relevant in the market?

4 thoughts on “The Future of Recruitment – Greg Savage & Shane McCusker

    Dorothy Dalton said:
    July 14, 2013 at 9:22 pm

    Hi Greg – excellent points and I enjoyed your You Tube interview with Shane.

    One point I would diverge on is the need to be a specialist with “deep knowledge in a niche” I don’t think this is always the case. Niches are alwayss changing at such a fast pace that it’s hard to stay up to date. I think the most important criteria is having the network and reputation to be able to tap into that part of the niche which is most relevant to any particular search.

      suzchadwick responded:
      July 15, 2013 at 12:00 pm

      Hi Dorothy,
      Thanks for your comment.

      I think deep knowledge can means someone who has both breadth and depth in their niche position themselves well to grow with those roles. If I had a recruiter who specialised in engineering or digital marketing then I would want them to know what changes are happening in the market and they will continue to supply the types of candidates that I need as that niche changes.

      As you mentioned, I think like anything, to show that you’re an expert in the field that you work in will alway ensure that you’re able to meet the needs of your clients.

    […] bring  him or her to the to the hiring table.  This requires professional soft skills in what Greg Savage calls “candidate seduction.”  I would love to put that in my profile but have […]

    […] Learn about Greg’s view on the future of recruitment in this awesome post and video from The Social Recruiter. Greg talks about the challenges that recruiters face, changes in recruiting, and what the future […]

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