Why Traditional Methods Still Matter

Many years ago, recruitment was a very manual process. Companies spent most of their recruitment budgets on placing classified or display ads in local print newspapers or industry trade publications, attending career fairs, and working their personal networks.

 

Then Monster.com emerged, disrupting the traditional classified advertising approach to recruitment and introducing HR pros to the world of online recruitment. LinkedIn wasn't far behind and, along the way, various automated platforms emerged to allow organizations to readily connect with candidates around the globe through online channels that quickly grew to include other social media platforms like Twitter, Facebook and even Pinterest and Instagram.

 

But when recruiters rely so heavily on technology, is something lost in the mix? HR pros are well aware of the candidate concerns about online application systems that are cumbersome and their own worries over qualified applicants whose resume may get tossed if it doesn't contain the right keywords.

 

Are we depending on technology too much in the recruitment process? As goes the push and pull between traditional and digital communication, in general, when it comes to adopting best practices in recruitment, it's not an either/or dichotomy—it's creating the right combination of both that yields efficiencies and appropriately engages and builds relationships with high-quality prospects.

 

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