It’s getting harder and harder to truly define the role of a recruiter in a large organization. Traditional, full-cycle recruiting is falling by the wayside in favor of sourcers and screeners and marketers and analysts — and the list could go on.
This specialization isn’t necessarily a bad thing, of course, but it is worth considering how it’s impacting the candidate’s experience throughout the process. Where the candidate once likely had one point of contact – even a champion – during their recruitment, they now are likely handed off to a variety of people (or bots).
When talking to CXR Community members about their TA teams, we’re starting to see some interesting models that truly leverage automation and let recruiters focus on the work that they do best — and that typically brings the most fulfillment to both recruiter and candidate. Kevin Wheeler did a nice job in a recent article talking about specialization vs generalist and the overall impact on candidate experience. Well worth the read.
Is specialization a positive trend? Survey after survey shows us that candidates are not happy with their recruitment experience. And our current impersonal processes and automations have contributed to this.
Read more from the source Future of Talent Weekly Newsletter: Full-Stack Recruiter or Specialist?, Published by: Kevin Wheeler
