Like every leading company today, many staffing companies embrace technology and invest in solutions that let recruiters focus on their core job – finding you a contract and supporting you during your gig.
IT Recruiters want to focus on building relationships with you, the top candidate who’s most likely deliver results to the client. They want to spend time talking to you, getting to know you, and helping you build your application. When a contract starts, great recruiters ensure a pleasant experience by keeping in touch with you and helping you solve problems. In order to achieve these goals, they try to minimize the time they spend doing things like admin work or reading unqualified resumes so they can maximize the time they spend with you. How do they do that? Through automation and various other innovative technologies.
Being aware that these technologies exist and understanding what’s happening behind the scenes can help you adjust your job search process and work even better with the recruiter. Here’s an inside scoop on some of the automations and technologies staffing companies might be using and how it would affect you:
More than just employment agencies have integrated these tools on their websites. If you open up the little chat box while visiting a website to ask questions, it’s almost certain that you will not be chatting with a human right off the bat. These are run by intelligent chatbots who ask a few screening questions to understand exactly what you’re looking for. Sometimes they can answer your question and no human is required. If the conversation goes astray, the chatbot will eventually connect you to a person. Chatbots on job boards might ask you screening questions or provide you with more information about a job, all before sending your responses to a recruiter who will then get in touch with you.
What does that mean for you? First, try not to get put-off by speaking with a computer. Simple questions can be answered quickly if the chatbot is configured properly. Of course, not all chatbots are made equally with the same sophistication. When starting a chat, use simple, direct language to ask your questions to help the bot better understand what you need. If all else fails, ask to speak to a human or you may need to pick up the phone.
It’s no secret that your resume is often put through a machine and matched to a job to see if you qualify, and recruiters are not reading every single resume that gets submitted. Recruiters receive hundreds of resumes each day so if they were to read every one of them in detail that is the only thing they would do!
What does it mean for you? Write your resume knowing that it may be read by a computer and format it so the technology can easily understand who you are and your experience. Here’s a post we wrote a few years back with some tips to write your resume for an automated resume screener.
Candidate Search Aggregators
How did a recruiter find me when I never applied to their job? We get that question from confused candidates sometimes when they get contacted by an agency they never even heard of. Recruiters have a database of qualified candidates who they’ve spoken with, but they also go outside of that database sometimes, when they need some niche talent. They subscribe to other job boards’ databases like Monster or Indeed and scour social media platforms like LinkedIn and GitHub to find new contacts. To make it easier, many invest in technology that aggregate all of these searches. In one search, the technology returns candidates across all of these sources, meaning if you’re a talented IT contractor, you’re going to be found.
What does it mean for you? Be aware of where you put your information and that you may be found by recruiters, especially if you hold some niche skills. If you’d rather not be found and contacted, when you submit your resume on a job board like Monster or CareerBuilder, it should have an option to keep your information private. On profiles like LinkedIn, make a clear note stating whether or not you’d like to hear from recruiters, or under which circumstances you’d prefer they contact you.
Scheduling emails allows a recruiter save time and keep organized by preparing a message in advance, and ensuring it’s sent at the right time. Again, this practice isn’t limited to just the recruiting profession, Gmail added a Schedule feature not too long ago for all users. Many companies also go a step further and automate the emails, with the most basic example in your job search being that notification you receive each time you apply to a job.
What does it mean for you? Inevitably, technology can have its bad days and you may receive a scheduled email that seems a bit funny. For example, a recruiter might schedule an email but then end up connecting over the phone, before the email is sent. If they don’t get a chance to cancel the scheduled email, you’ll receive an email that seems a little out of context.
Recruiters and candidates often text back-and-forth. It’s easier than email, faster than a phone call and overall convenient. A recruiter working with dozens of candidates can easily lose track of who’s who on their phone, so companies invest in technology to simplify it for them. Although you’re texting from your phone, your recruiter may be using a desktop application that connects with your profile.
What does it mean for you? This experience should be seamless and, if anything, easier for you. The biggest benefit is that if your recruiter is out sick or on vacation, your history and conversations can easily be picked up by their replacement, ensuring your job search isn’t affected.
Technology helps companies, organizations and governments make their processes more efficient, ensuring teams can focus on their core jobs, which for recruiters, means building relationships and matching candidates to opportunities. This is just a sample of some of the common solutions being implemented by staffing agencies around the world.