How Digital Technology Has Changed The Recruitment Industry
Boy meets girl in a park, boy talks to girl.
Girl rejects boy.
That’s how relationships were previously initiated.
Social and business interactions were once a manual and personable affair. Relationships were built over time, trust was formed and repeat (business) meetings were arranged. People bought into people.
Through the noughties, dating sites became more popular and acted as a connector for singles to meet in a digitised world, where that awkward initial communication was no longer there to be feared. You could stalk/investigate a potential significant other before you interacted with them. And now there’s Tinder. We can communicate through texts and still images which apparently reflect our appearance and personalities. What a time to be alive!
In the professional world, recruitment has traditionally been viewed as an industry where people bought and sold other people.
But it too has changed over the years.
CVs are no longer posted to recruitment agencies, followed by the obligatory phone calls. Email, social media, SMS and Skype interviews have quickened up the process for candidates, recruiters and clients alike. I regularly receive What’s App messages from recruiters, which is actually quite cool as I hate talking on the phone. It was not so long ago that the corporate recruitment culture would’ve viewed social media as a no-go area. A social media presence and empowering consultants to speak on behalf of the brand was possibly something to be feared.
Now, I may get lynched for this, as some of my best friends are recruiters, but is there still a need for our friends in suits? I suppose the answer to that is sector specific.
But technology should be embraced where it has the opportunity to disrupt industries in a positive way.
We’re all afraid of automation.
Even as a digital marketer, I’m wary of Google possibly releasing a Digital Marketer service which is automated and adapts ads on a weekly basis depending on results and interaction. Facebook could so something similar. Then we’re screwed.
I’m sure that some recruiters are afraid of robots taking their jobs in 2025, but it’s happening now.
Working in the pharmacy sector, I see the effects of automation every day. Robots are dispensing medicines and checking prescriptions based on barcode references. Online pharmacist and doctor advice services claim to be helping to keep some patients out of stores and clinics.
Traditionally, when sourcing temporary members of staff, a pharmacy would have called a recruitment agency, who may have undertaken a talent attraction process that took days to complete.
Some agencies would have, and still are, charging the pharmacy up to 50% of the shift’s fee.
Acting as an industry innovator, for both recruitment and pharmacy, Locate a Locum has developed an advanced piece of software that allows pharmacies to advertise locum/temporary shifts to pharmacists within a defined geographic location, in a matter of seconds.
Locum pharmacists are automatically alerted to shifts as soon as pharmacies post them. They are alerted through automated app notifications and emails.
No more phone calls. They apply for shifts in a matter of clicks.
Technology is the new middleman in pharmacy recruitment.
Like Uber, our platform allows participating pharmacies to rate locums, helping pharmacists and our platform gain trust in the services that we provide. Hiring managers are now posting shifts and booking cover in less than a minute!
So, is technology to be feared in the recruitment industry? As I said earlier, I think that may be sector specific. Recruitment consultants have market knowledge and personalities that can’t be replaced by automation.
As a society, or more to the point, as a workforce, should we be afraid of technology? I think the answer is, yes.
Automation is replacing the workforce at an alarming rate throughout the world. It isn’t only the recruitment industry that needs to act innovatively to fight the robots.
Someone phone Will Smith!