How do you perceive the term “recruiter” in the HRTech landscape?

That’s a great question. When it comes to engaging with talent that does not necessarily “need” a job, the word “recruiter” is wrong and out of touch. If you are truly engaging on both sides (company and candidate) as a trusted advisor then you’re creating value that goes way beyond filling an open position.

Even in the environment where someone is accountable to filling open positions and targeting those with public resumes, full cycle recruiting only works if you are collaborating across the organization and in partnership with hiring managers. That collaboration creates efficiencies that add tremendous value. And there again, the word “recruiter” does not do the work justice. We need a survey/competition to come up with a better word!

When it comes to defining a process in Human Resources, which points would you like to highlight?

Collaboration, Visibility, and Reporting. Obviously there are many other components that fall into a well rounded HR process but when HR is siloed and lives outside of the lines of business it supports, those key points are necessary to ensure you don’t create opportunities for “black holes” and mistakes.

What are the key elements that go into building a candidate pipeline in Human Resources?

First, clearly identify who you are as an organization, line of business, and the role itself. This audit will help you create the criteria necessary to then build the proper pipeline and “Model Match” opportunities to not only the individual needs but your organization overall. This takes work in the beginning but creates efficiency going forward buying you more time. After this, the use of a tool that will help you identify opportunities (candidates) and add them to an actionable project environment is invaluable as well as adoption from other stakeholders in the process.

Which pain points do customers usually approach you with?

Time. Many times organizations don’t realize on the surface that this is their primary problem, but after a discovery discussion there is generally a realization that an overall lack of efficiency is their greatest pain point. Early in our evolution we looked to solve this pain by throwing recruiters and human capital at the problem but that is not scalable. Adoption of Saas platforms like Model Match create efficiencies that are scalable and then if more human capital is necessary that can be added on top…versus the other way around. This is also much more cost-effective in the long run.

Read More @ https://hrtechcube.com/hrtech-interview-with-eric-levin/