{"id":76545,"date":"2023-03-01T17:56:31","date_gmt":"2023-03-01T17:56:31","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=76545"},"modified":"2023-03-02T11:55:24","modified_gmt":"2023-03-02T11:55:24","slug":"how-to-place-more-candidates-with-connected-recruiting","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/how-to-place-more-candidates-with-connected-recruiting\/","title":{"rendered":"How to place more candidates with Connected Recruiting"},"content":{"rendered":"

The competition for candidates is fierce. With a limited talent pool and increasing client competition, how can agencies leverage new technologies to win more talent? At <\/span>Bullhorn Engage London<\/span><\/a>, Bullhorn introduced <\/span>Connected Recruiting<\/span><\/a> to combine your team\u2019s expertise, technology, and talent engagement best practices to meet \u2013 and exceed \u2013 the expectations of today\u2019s talent.<\/span><\/p>\n

To dive into Connected Recruiting, Bullhorn\u2019s <\/span>Andre Mileti<\/b>, Product Evangelist, Talent Experience, spoke with <\/span>David Mercer<\/b>, Head of Sales at Daxtra, <\/span>Alex Roberts<\/b>, Solutions Consultant at Kyloe, <\/span>Sarah Gibson<\/b>, Operations Director at Cherry Professional, and <\/span>John Russell<\/b>, EMEA Managing Director at Staffing Future.\u00a0<\/span><\/p>\n

Watch the recording of their conversation<\/span><\/a>, or read our recap below for key takeaways of their conversation.<\/span><\/p>\n

Factors driving change in our industry<\/b><\/h3>\n

The value system for talent has changed. While talent used to be primarily interested in stability and longevity, they now prioritise <\/span>speed, flexibility, choice, and happiness.\u00a0<\/b><\/p>\n

Why the shift? There are several factors, but first and foremost, talent is getting younger, and everything in this younger talent pool\u2019s life has been made simpler through the digital experience. \u201cI believe this transcends the generational barriers between Gen Z, Millennials, and Baby Boomers,\u201d said Mileti. \u201cThere is not one decision that is made on a day-to-day basis that isn\u2019t augmented through digital.\u201d\u00a0<\/span><\/p>\n

Other industries, like retail, travel, and finance, have spent decades perfecting the digital experience. It\u2019s time for the recruitment industry to catch up. \u201cTech-first\u201d employment models built on omnichannel engagement vs. static talent pools already fulfill this value system.<\/span><\/p>\n

\u201cThe user expectation is so high, and the technology needs to match that,\u201d<\/b> said Russell. \u201cIf you have a static website that\u2019s not integrated and not working seamlessly with all of your processes and tech stack, then you\u2019re not going to be competitive within your talent acquisition, talent engagement, and fulfilling the mandates you\u2019re being asked to for clients.\u201d<\/span><\/p>\n

Added Mercer, <\/span>\u201cHow companies like Apple and Amazon engage with their consumers is how agencies should engage with their candidates.\u201d<\/b><\/p>\n

Insights into the talent perspective<\/b><\/h3>\n

Last year, we surveyed 2,000+ global temp workers as part of our <\/span>GRID Talent Trends Report<\/span><\/a> to learn more about their perspective on the recruitment industry. The results were illuminating:<\/span><\/p>\n