We have conducted exciting research on how the Role of Recruiters is evolving. Specifically, we focused on studying how large tech companies are introducing more refined processes to win the talent war. The role of Recruitment has gotten crucial and critical.
In the last ten years, the Cognitive elements of a Recruiter job have increased significantly. I have massive respect for the Recruitment community. I think they are professionals who have rapidly evolved and withstood the disruption brought by AI. Recruiters have evolved rapidly in the last ten years
Harvard Psychologist Dan Gilbert’s famous Ted Talk video in 2014 speaks about this, and it is now cited by 20 different leading books on this topic. Gilbert famously said that the person you are right now is changing and temporary. This has been very true for the Recruitment community. Many recruiters are also managing the candidate experience management process. This is not just from the context of selected candidates but also the standpoint of rejected candidates.
Here is a summary of our research (If you need the full report, let us know and we will share the same)
- Apple Career page is very innovative. I think all companies could learn a thing or two from their web page in attracting candidates. Even if we say Apple already has significant brand awareness, every company can showcase themselves better
- Uber has implemented several process improvements to ensure that subsequent interviewers are not asking the same questions. This is important from a candidate experience standpoint
- Facebook is trying to get significantly ahead with candidates from an engagement standpoint. They approach specific candidates with no pressure of hiring them soon. This enables them to stay strategic and not be in an urgent situation with candidates
- Microsoft has changed its approach quite a bit where they are bringing more assembly lines like excellence. They want to interview fast and decide fast. MSFT was not operating in this model even four years back
- Google has done well in enabling hiring an Engineering team priority. This isn’t easy to accomplish and involves significant coaching of Engineers at all levels