Technology vs. Tenure: what matters most in recruitment?

Matthew Wilcox our consultant managing the role

It’s no exaggeration to say that the role of the recruiter has changed significantly over the past 30 years. From using rolodexes and index cards to sourcing passive candidates via LinkedIn, the invention of the Internet has transformed the way in which we source candidates, connecting people from all over the world and bringing us closer than ever before.

What does this mean for the recruitment industry? - In a sector where 80% of executives believe that Artificial Intelligence (AI) can help improve productivity and performance, recruiters need to adapt to the changing marketplace to continue sourcing candidates for the best jobs. However, will technology’s advancements come at the expense of the skills and experience the human recruiter brings to the table?

How times have changed!

The recruitment industry has been around in one form or another since the early 1900s, where jobs were advertised in newspapers and recruiters faced the extremely tough task of sourcing the best candidates on the market and manually typing up their CVs from their originals. Up until the 1970s, before the widespread use of computers, mobile phones and the internet, recruitment agencies met every candidate face-to-face to ‘vet’ them, before storing their credentials and personal details in a physical index, ready to be called upon when a vacancy arose.

This process relied upon the ability of the recruiter to build strong relationships and make good personal judgements - qualities which are still very important today - but the process was much more arduous and time consuming. Print advertising was king, and the ability of a recruiter to build strong, long-term relationships with both candidates and clients was an essential part of staying afloat in the competitive world of candidate attraction.  This was, and still is, particularly pertinent for recruiters working in contract, temporary and seasonal industries, where candidates seek out reliable recruiters they trust to work with time and again. In a world before the Internet, industry professionals were heavily reliant on their interpersonal skills and ability to build rapport – an attribute technology has not yet been able to emulate.

The modern recruiter

The advent of the Internet well and truly shook up the traditional way recruiters worked: suddenly, CVs could be created in Microsoft Word and sent via email, candidates could be informed almost immediately whether they’d progressed to the next stage of the recruitment process, and the candidate pool widened significantly as a result. This streamlining made it quicker than ever to fill jobs, and laid the groundwork for a more competitive market, which built upon the latest technology and allowed recruiters to compete for the best candidates. 

New technologies require today’s recruiters to leverage an ever-increasing number of skills to source and hire the best in the market. 79% of job hunters use social media in their search, and everyone from millennials to baby boomers are using mobile devices to search for jobs – with 78% of the younger job seekers turning to their phones to find employment. The digital generation are becoming more knowledgeable – and therefore more demanding - about what they expect from the companies and agencies that are competing to get their attention.

To do this, recruitment is becoming more of a marketing game, with recruiters using social media to build their presence and advertise jobs online, adapting websites to be mobile-friendly, and leveraging online job boards to get their vacancies into the market. Digital marketing is increasingly important for recruiters, and the advent of ‘Google for Job’s only emphasises the need for organisations to take charge of their online presence.

Increasingly sophisticated online search functionality, automation tools and robotics mean that firing and hiring candidates can be done more quickly and efficiently than ever. Time and resource poor organisations can employ the use of online CV parsing tools, virtual personal assistants, automated messaging and scheduling software – and that’s just to get candidates through the door! With AI touted as the solution to many labour-intensive tasks, would-be recruiters could, theoretically start their own agencies with the touch of a button, using the suite of technology and tools available to automate tasks that have traditionally been human-driven. But what does this mean for the personal connections so crucial to recruitment, and can a machine really understand – and adapt to - both a candidate’s and client’s requirements?

Are recruiters still needed?

Though new developments have the potential to revolutionise the way in which recruiters do business, they don’t remove the need for the expertise, experience and personality that recruiters bring to the table. The value of a good recruiter is still high in the recruitment sector. According to our recent Market Insights Survey, 48% of recruitment professionals found their current role via a consultancy, rather than through social media or Indeed.

Recruiters have in-depth industry experience that has enabled them to build strong, long-term relationships with clients and candidates, and build a reputation within the industry that a machine cannot match. In a recent survey, 43% of candidates said that they preferred to interact with a human first and foremost, and a machine only in the last instance: a recruiter can provide reassurance, advice and invaluable insights into how best to navigate the recruitment world.

In a market that’s always changing, working with a firm that can call on these years of experience can make all the difference in finding that star candidate. At Marks Sattin, we’ve seen the recruitment industry grow and develop since we were founded in 1988, which has given us an understanding of candidate and client needs that robots and computers simply don’t have, regardless of their programming prowess. Though technology aids recruiters, it’s not the solution to recruitment.

Industry expertise

Success requires flexibility, and we believe that staying competitive requires you to embrace both tradition and innovation. At Marks Sattin, we’re proud of our heritage as a long-time specialist financial recruiter, but we’re also looking to the future and keeping track of the market, to better adapt to the changing needs of our clients and candidates. Find out for yourself, by browsing our content or our specialisms to see if we can help you take the next step in your recruitment journey.

24/09/18
posts

Related articles

Why you should pursue a finance contractor job in London
Why you should pursue a finance contractor job in London

Teaser

Commerce & Industry

Content Type

General

18/04/24

Summary

What is financial contracting?  Financial contracting refers to the practice of hiring finance professionals on a contractual basis to fulfil specific roles or projects within an orga

Teaser

Is London the right place for you to become a finance contractor? Find out now.

Read full article
Julia Aruci

by

Julia Aruci

Julia Aruci

by

Julia Aruci

9 reasons to take a Temporary Employment Contract
9 reasons to take a Temporary Employment Contract

Teaser

Commerce & Industry

Content Type

General

31/01/24

Summary

Does a temporary contract seem uncertain or even scary to you? While it's undeniable that a certain level of unpredictability accompanies temporary work, it's crucial to recognize the multitude

Teaser

Compelling reasons why a temporary contract could be the ideal fit for you.

Read full article
Mark Korevaar

by

Mark Korevaar

Mark Korevaar

by

Mark Korevaar

How part qualified accountants will add value to your business
How part qualified accountants will add value to your business

Teaser

Financial Services

Content Type

General

02/01/24

Summary

Having spent two years at a Big Four firm and three years working in the part-qualified (PQ) market for Marks Sattin, I have a vast amount of market knowledge and have worked with a variety of c

Teaser

We address some typical questions and opinions regarding part-qualified recruitment so you have all the information you need to hire skilled professionals.

Read full article
Cliodhna Lynch

by

Cliodhna Lynch

Cliodhna Lynch

by

Cliodhna Lynch

jobs

Related jobs

Finance Manager

Salary:

£50,000 - £60,000 per annum

Location:

Bury, Greater Manchester

Industry

Consumer & Retail

Qualification

Finalist / Newly qualified

Market

Commerce & Industry

Salary

£60,000 - £70,000

Job Discipline

Qualified Finance

Newly Qualified Finance

Contract Type:

Permanent

Description

Marks Sattin are delighted to be partnering with a leading North West business to recruit for a Finance Manager on an permanant basis.

Reference

BBBH180467

Expiry Date

01/01/01

Tany Yunos

Author

Tany Yunos
Tany Yunos

Author

Tany Yunos
Find out more
Head of Finance

Salary:

£400 - £500 per day

Location:

City of London, London

Industry

Consumer & Retail

Qualification

Fully qualified

Market

Commerce & Industry

Salary

£350 - £450

Job Discipline

Qualified Finance

Contract Type:

Contract

Description

Head of Finance - Short term contract - Retail - London

Reference

BBBH180495

Expiry Date

01/01/01

Maria Gonzalez Find out more
Group Reporting Manager

Salary:

£65,000 - £73,000 per annum + Excellent Benefits Package

Location:

Manchester, Greater Manchester

Industry

Consumer & Retail

Qualification

Fully qualified

Market

Commerce & Industry

Salary

£70,000 - £80,000

Job Discipline

Qualified Finance

Contract Type:

Permanent

Description

Group Finance Manager role paying circa £70,000 based in Manchester city centre for a listed organisation offering a hybrid working model.

Reference

BBBH180230

Expiry Date

01/01/01

Nathan  Jones

Author

Nathan Jones
Find out more
Management Accountant

Salary:

£250 - £300 per day

Location:

London

Industry

Real Estate

Qualification

None specified

Market

Commerce & Industry

Salary

£250 - £350

Job Discipline

Qualified Finance

Contract Type:

Contract

Description

Interim Management Accountant required for PE Backed Real Estate Business!

Reference

BBBH180501

Expiry Date

01/01/01

Jaden Alie

Author

Jaden Alie
Jaden Alie

Author

Jaden Alie
Find out more
Purchase Ledger Accounts Assistant

Salary:

£23,720 - £28,455 per annum

Location:

Ellesmere Port, Cheshire

Industry

Business Services

Qualification

None specified

Market

Commerce & Industry

Salary

£25,000 - £30,000

Job Discipline

Part Qualified & Transactional Finance

Contract Type:

Permanent

Description

Purchase Ledger Accounts Assistant

Reference

BBBH180497

Expiry Date

01/01/01

Glenn Fyfe

Author

Glenn Fyfe
Glenn Fyfe

Author

Glenn Fyfe
Find out more
Senior Accounts Payable Assistant

Salary:

£27,000 - £32,000 per annum

Location:

Harrogate, North Yorkshire

Industry

Business Services

Qualification

None specified

Market

Commerce & Industry

Salary

£30,000 - £35,000

Job Discipline

Part Qualified & Transactional Finance

Contract Type:

Permanent

Description

Senior Accounts Payable role - Harrogate - Up to £30k!

Reference

BBBH180382

Expiry Date

01/01/01

Yasmin Clough

Author

Yasmin Clough
Find out more
Finance Manager

Salary:

£50,000 - £60,000 per annum + + Benefits

Location:

Glasgow

Industry

Property and Infrastructure

Qualification

None specified

Market

Commerce & Industry

Salary

£60,000 - £70,000

Job Discipline

Qualified Finance

Contract Type:

Permanent

Description

Finance Manager required for well established real estate group!

Reference

BBBH180362

Expiry Date

01/01/01

Jaden Alie

Author

Jaden Alie
Jaden Alie

Author

Jaden Alie
Find out more
Senior Credit Controller

Salary:

Up to £35,000 per annum

Location:

Kingston Upon Hull, East Riding of Yorkshire

Industry

Business Services

Qualification

None specified

Market

Commerce & Industry

Salary

£35,000 - £40,000

Job Discipline

Part Qualified & Transactional Finance

Contract Type:

Permanent

Description

Senior Credit Controller - Hull - £30,000

Reference

BBBH180478

Expiry Date

01/01/01

Cameron  Walsh

Author

Cameron Walsh
Find out more
Billing Coordinator

Salary:

£15 - £16 per hour

Location:

Tidworth, Wiltshire

Qualification

None specified

Market

Commerce & Industry

Salary

£100 - £150

Job Discipline

Part Qualified & Transactional Finance

Contract Type:

Permanent

Description

Billing & Credit Coordinator - 6 month FTC - Tidworth (Hybrid) - £15-£16 per hour

Reference

BBBH180424

Expiry Date

01/01/01

Neil Burton

Author

Neil Burton
Neil Burton

Author

Neil Burton
Find out more
Purchase Ledger Clerk

Salary:

£30,000 - £32,000 per annum

Location:

Manchester, Greater Manchester

Industry

Manufacturing

Qualification

Part qualified

Market

Commerce & Industry

Salary

£30,000 - £35,000

Job Discipline

Newly Qualified Finance

Contract Type:

Contract

Description

If you are an experienced Purchase Ledger Clerk looking for a challenging role with the potential for significant career growth, we would love to hear from you.

Reference

BBBH180379

Expiry Date

01/01/01

Conor Brooks

Author

Conor Brooks
Find out more
View all jobs