Robbie Blackhurst, Founder and Director of Black Capital Group on how strategic resourcing software is revolutionising recruitment
New research from AI resume platform, Jobscan, has taken the business world by storm, suggesting that 99 per cent of Fortune 500 companies now use tech-powered recruitment tools to find and onboard talent. Yet, as smaller companies scramble to follow suit – prioritising digital hiring processes – opinion among industry professionals appears to be more divided. So how can platform solutions like Strategic Resourcing – a construction recruitment tool that runs under the group’s umbrella – can be of benefit to placement providers.
What are recruitment platforms?
“All platform solutions differ, but generally consist of an intuitive dashboard, where professional users can view critical data such as a shortlist of candidates, number and location of live vacancies, and the dates and times of any upcoming interviews”, says Robbie. “This helps them to stay on task and manage their time, particularly when working with platforms like Strategic Resourcing, which provide a ‘pending tasks’ view”.
According to Robbie, these platforms not only prove vastly beneficial to candidates – who receive more information and advice from recruiters who have supplier information within easy view – but can be of help to both heads of recruitment and agencies, too.
Streamlining operations: the benefits of platform tech
“Through recruitment tech”, says Robbie, “Recruitment, Human Resources and Hiring Managers can manage the entire process from start to finish,” going on to explain how platform solutions cover everything from uploading vacancies to shortlisting applicants –all in one easy-to-access location.
A single source of truth
“It’s all about visibility,” he says, explaining how allowing colleagues across the organisation to view both candidates and opportunities ensures that nothing gets missed. “Where one recruiter or hiring manager might struggle to find the perfect candidate for a role they’ve been given,” he says, “another might have the ideal suggestion – and tools like this ensure those candidates don’t fall under the radar, leaving the vacancy unfilled.” Indeed, “not every recruiter can have every candidate on their personal books,” says Robbie, “just as not every hiring manager can have every recruitment agent in theirs. But tools like our platform could encourage a more collaborative approach that could benefit all industries and the entire recruitment profession.”
Of course, platform benefits can also be specific to one particular agency, too. Reporting tools, especially, give a unique overview of the number of vacancies available in a particular field or region, allowing larger recruitment companies to determine where to allocate their time and resources. This approach offers a proactive solution to problem-solving as well. “If data shows that you’re struggling to recruit in Manchester, for instance, then you can take more steps to interact with colleges, universities and job fairs in that region,” Robbie explains.
Potential candidates will be much happier once contact has been established, too. When all their details are found in one place, alongside supplier data, recruiters ensure they’ll only be contacted with relevant offers and that, when such an opportunity comes up, those guiding them into the role have access to all the relevant information. “Candidates might like to know how long the interview process will take to conclude or learn more about the type of tasks they’ll be expected to do prior to engaging with the hiring team,” explains Robbie. “And with graphs and databases detailing just this in platform, recruiters are better equipped to provide better insights, support and instruction – each key in guaranteeing client companies privileged access to in-demand talent at a time when the job market is tipped in candidates’ favour.”
Weighing the pros and cons
A clear advocate of many benefits that tech solutions can bring, Robbie speaks passionately about capabilities such as in-platform interview scheduling, which can “rescue recruiters from long email chains that often fatigue and distract them”. Nevertheless, he’s equally aware of the potential pitfalls, too, reminding agencies that, regardless of the software they use, they must ensure that it still allows for seamless communication between recruitment professionals and clients. “Recruitment has and always will require a personal touch, and it’s important that tech doesn’t erase that,” he says.
One solution he offers to this is to look for a platform that includes features such as direct messaging, allowing agents to provide detailed feedback on candidates’ applications and maintain any other personal relationships that are necessary for the job.
Making recruitment tech work for you
“With the right visibility tool, recruitment professionals will be able to maintain all the traditional aspects of client relations that allow them to provide value within their roles, but they’ll gain better visibility of the entire process too”, claims Robbie. “This is particularly important for those agencies recruiting at volume, as team members will be able to see live vacancies, interviews, shortlisted candidates and offers made in just one quick glance.” Indeed, tech can generally speed up each and every aspect of the recruitment process, using the power of AI software to do things like uploading vacancies, says Robbie – all valuable time that can be expended as more productive effort elsewhere. “When the tools chosen can also generate skill set and qualification suggestions, the time benefits are even greater,” he states.
The custom benefits of platform solutions apply to companies looking to recruit too. On platforms like Strategic Resourcing, hiring managers can also manage their own preferred supplier lists, allowing business clients to onboard their own agencies to the platform and allocate jobs to them.
Quality over quantity in hiring
The core message is, then, that “streamlining the traditional recruitment approach with platform technology really assists with volume hiring”, says Robbie, delving into the many ways in which digital solutions can make a recruiter’s job easier. “Reporting data and analytical capabilities in particular can be extremely useful to recruiters, showing where they are lacking” he goes on, explaining how, if the percentage of submitted candidates vs shortlisted candidates is off balance, agents can begin looking for better pathways to high-calibre talent. This not only ensures roles are adequately filled but guarantees commission – the bottom line for many recruiters at the end of the day.
Despite this emphasis on tech, however, Robbie still finds time for humanity, reminding recruiters that “it’s important to look at the support of these tools, asking yourself whether they really help to manage the process or if they’re just a faceless gimmick,” advocating for the selection of solutions with good support features to ensure that quality relationships over quantity.
