Automating the Recruitment Process; is it possible?
Jamie Rogers: A human being still must be in between somewhere. So, if you can build a tool where 80% of my time is spent in tasks that I wish I could automate.
Manuel Koelman: Often on the client-side, the client feels often very uncomfortable with his fee structure. It’s a little bit like, okay, what has he done? Not much, stuff like that, right? But if you, do it in a modern way, I think you will have a huge advantage over everybody else.
Jamie Rogers: I agree with your point on the scale. A human being is just not the most efficient tool, but a human being still must be in between somewhere. So, if you can build a tool, where 80% of my time is spent in tasks that I wish I could automate. I want to only be having these conversations or having the phone calls where I’m kind of guiding things in the right line. Or I’m evaluating how you feel, how you fit the culture, not searching for the hard skills, but the hard skills are one part.
So, if you build a platform where you say right, we’ve got 10,000 people that are Ph.D. Programmers and 5000 of those are Symphony guys. And of those, 5000, 3000 are also using react. Then yes, you can optimise what a recruiter does, but you still must evaluate cultural fit, commute times, salary, are they going to get the other benefits? What you’ll get with the platform is what they want, with a human being, you’ll get why they want what they want.
And often I’ve helped people get what they really wanted, but not how they thought they would get it. So, I don’t know, remote working, for example, I need to work at home three days a week. What if we just flex that out? What if we gave you commute time, they get other things so you can’t replace a human being at the moment with those kinds of softer, personable human elements of hiring people.