Are you an adopter or a luddite recruiter?


Inspired by Ned Ludd’s actions in the 1770s, Luddites actively protest and resist against new technology, even when it’s there to help in the efficiency, precision and effectiveness of work.

In recruitment, there are a host of technologies readily available to help ease the process, but are recruiters making the most of this technology, or are they making like the Luddites and sticking to traditional ways?

While a recent article by Recruiting Daily acknowledges that assessment as a means of objective candidate evaluation isn’t a new concept, it notes that the internet and mobile devices have transformed the experience.

In the UK, 96% of people aged 16-34 own a smartphone but just 12% of those responding to the 2016 Candidate Experience Awards and Research survey said they completed their employment application on a mobile device.

And of those who did apply via mobile, around 75% used the device to complete a test or an assessment.

So, why is there such a discrepancy between the amount of people who own a mobile and those who are using them to apply to jobs? Recruiting Daily suggests that many in the recruitment industry are simply not making use of available technology to streamline the application process.

But it isn’t just the application process where some in recruitment are failing to use technology to enhance the experience, for both candidates and recruiters.

Candidates themselves value an engaging assessment experience, with assessments that allow them to present their abilities.

According to the 2016 Candidate Experience Awards and Research, there is a difference between the Candidate Experience Award-winning companies and non-winning organisations and their use of technology, with 85% using assessment and 69% of these winning companies conducting in-house validation of their assessments, compared to 46% of those who did not win.

What’s more, winning organisations seem keen to embrace new technology, with 54% now using simulations in their candidate evaluation.

Those who resist technology could find that they lose candidates to companies openly adopting technologies.

As well as improving efficiency and experience, technology has the potential to improve new-hire retention.

Of those companies that were found to conduct assessments, 46% said the reason they invested in the strategy was to improve candidate flow efficiency, while 57% said they expect it will increase new-hire retention.

Despite the benefits technology can bring to recruiting, it seems many are still wary of the digital transformation.

So, how do you know if you’re a Luddite recruiter?

This Recruiting Daily test should help you find out…

1. Candidates can apply for a role with just a name and an email address
Yes or No

2. I work with the hiring manager to establish the minimum qualifications
Yes or No

3. I utilise keyword search as a means to identify ‘good’ applications
Yes or No

4. I use candidate data outside of my ATS/CRM
Yes or No

5. I value referred candidates over those in my ATS/CRM
Yes or No

6. I carry out assessments after candidates are interviewed
Yes or No

If you answered Yes three or more times, you might just be a Luddite recruiter.

Your recruitment process can engage or put off candidates, and those who fail to utilise technology to improve the hiring experience could end up losing out on top talent. Contact Big Red today to see how we can help you find and retain the best candidates.