Careers Voice: Online recruitment? Don’t take it at face value
pharmafile | June 7, 2010 | Feature | Business Services | careers voice, rsa
With social networking and online sites offering low cost solutions, are the days of traditional recruitment firms numbered? Without face-to-face meetings, don’t count on it, says Tarquin Bennett-Coles, director of RSA Interims.
The global downturn has put pressure on all aspects of the pharma and life sciences sector, and the recruitment industry is no different. Not only are more people looking for work following large scale redundancies, but those companies that are recruiting are looking very closely at reducing costs. Recruitment consultancies and executive search firms are feeling pressure from both sides of the equation, and are having to do more than ever to justify their existence.
But if the economic downturn is a thorn in the sector’s side, online recruitment could be a knife in the back. Websites that link professionals, or match candidates to positions are nothing new, but the change in the economy has recently made these options more appealing. Hiring managers are increasingly turning to online recruitment methods as a quick and (for now) low cost alternative for identifying potential candidates/employees.
So what’s the catch? If it’s cheaper and quicker, perhaps candidate and recruiter can both benefit? Unfortunately, finding the perfect placement isn’t always so simple.
Face value
For quality recruitment firms, sorting the good CVs from the great CVs is just the beginning of the process. One of the most important steps is for the consultant to interview prospective candidates, face-to-face. Speaking to candidates helps manage their expectations and ensures feedback from the contact is positive. This can make a big difference to reputations in a small market or niche function.
Perhaps more importantly, however, is the insight that face-to-face meetings can bring. Ted Smith, HR director at Vernalis explains: “To a trained practitioner, nothing beats sitting opposite someone in an interview or sales pitch and watching for the telltale signs that they are excited about something you’ve just said, or disappointed, and how much harder you’re going to need to push to get a yes.”
I couldn’t agree more. It may be a cliché, but communication isn’t just about words: only 7% of meaning is conveyed by the language used; 38% is transferred as a result of the way the words are spoken, while a massive 55% is down to body language.
By denying the opportunity to read these signals, online recruitment methods mean that you are less able to gauge how suitable a candidate really is for a role. Ultimately this can waste the time of both the candidate and the recruiter.
Honesty is the best e-policy
Relying on online communication has other pitfalls. “Because email and teleconferences lack vital aspects of communication, such as voice tone and physical gestures, the true meaning of messages can often be misunderstood,” according to Steve Martin, director of Influence At Work and author of the bestseller Yes! 50 Secrets from the Science of Persuasion. I believe worse still, the email sender is often completely unaware that their message might be misinterpreted.
However, electronic communications don’t just increase misunderstanding, they can encourage dishonesty. Researchers at three US business schools found that work colleagues were more likely to be dishonest with each other in an online setting than in actual meetings. A further study showed that business teams co-operate less and act more self-servingly when they ‘talk’ online instead of face-to-face.
It’s clear that in a recruitment setting, where a candidate has everything to gain from oversell, that face-to-face meetings are a crucial step in quality control.
Challenges
A good recruitment consultant will challenge a candidate on their motivations and interests, in order to build a complete picture of that person for the recruiter. And experienced consultants should be prepared to walk away from the placement if the ‘fit’ isn’t right. Recruitment firms should be most concerned about placing the right person for the role, not chasing a placement fee for a match that ultimately won’t work.
Even when the right candidate is found, consultants have an important role that can’t be met pursuing online solutions. The new employee is taking a risk moving, and will want reassurance that they are making the right decision – not just for themselves, but to justify the decision, both to current employers who may counter-offer, and to those close to them. Quality recruitment firms can provide the right ammunition to respond and allay any fears the candidate has.
The next time a gap appears or you are expanding, stop to consider what you want to achieve before sending out a job description. If you do use a chosen consultancy they should feel like a partner – one you can trust to represent you and your company’s values. Because finding the perfect placement can rarely be done by numbers.
Tarquin Bennett-Coles is director of RSA interims. Website: www.thersagroup.com
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