With the addition of automated systems and powerful algorithms, staffing firms and agencies have been able to save time, money and resources when finding new talent and pitching for roles. But what were teams doing before all this technology existed?
From posting job ads in local newspapers to cold-calling hundreds of potential candidates hoping that one would be the right fit, let’s take a look back at five methods that once seemed like standard practice prior to recruitment technology.
1. Posting job ads in newspapers
Before the internet, the primary way to reach candidates was by placing ads in local and national newspapers.
This process was labor-intensive, expensive and had limited reach with an inability to target specific audiences. Only those who were actively looking for a job and had access to the newspaper would see the ad, making it hard to find the right individual with the appropriate skills and experience.
2. Sorting through resumes manually
Pre-technology, staffing firms and agencies would manually search through databases and job boards looking for potential candidates one by one.
This process was time-consuming and prone to errors as resumes would often get lost in the shuffle. There was no way to filter through information quickly, often leaving recruiters stuck scrolling through page after page of irrelevant applications.
3. Endless phone screens
Before video conferencing and virtual interviewing, recruiters would have to conduct phone screens with candidates.
This process was not only impersonal, but it also made it hard to get a sense of a candidate’s qualifications and fit for the role.
4. Word-of-mouth referrals
Before social media made it easy for us to connect with people online without leaving our desks, teams had to rely on word-of-mouth referrals from their networks or attend in-person events to meet potential candidates face-to-face.
This meant spending hours upon hours at conferences and networking events, which was not only time-consuming but quite expensive as well.
5. Spreadsheets and paper files
Before recruitment software came along, everything was tracked with paper files or spreadsheets which could be incredibly confusing when trying to keep track of multiple positions at once.
Plus, there was always the risk of losing important documents or accidentally deleting important data which could put an entire recruiting process on hold until everything was resolved.
In today’s tech-driven world, staffing firms and agencies are presented with numerous opportunities to improve their sourcing and business development workflows.
With access to powerful software solutions, platforms and digital technology teams have the ability to be more targeted in their approach, provide better recruitment experiences and ultimately, make more placements faster.
If you’re looking for ways to streamline and accelerate existing processes then be sure to check out some of the latest tools available for your tech stack. They might just be the competitive edge you need in a market that’s constantly evolving.
