Latest news and updates about radically adaptable recruiting
It’s 9:47 AM on a Tuesday, and Sarah has seventeen browser tabs open. She’s got her ATS in tab one, the CRM system in tab three, candidate emails in Gmail (tab seven), interview scheduling in Calendly (tab twelve), and - wait, where’s that spreadsheet with the compliance tracking?
The coffee was barely kicking in when the message pinged on the recruiter’s personal phone. “Running 10 mins late – traffic’s a nightmare!” It was their star candidate, Sarah, for the crucial final interview. Moments later, an email popped – the hiring manager had a last-minute question about Sarah’s portfolio.
Your ATS is great at tracking candidates. But what about their security clearances that expire in 3 months? Or the nursing license that’s up for renewal?
So you’re a recruiter at a buzzing tech startup. It’s 2018, and you’re knee-deep in a hiring sprint for a hotshot Python developer.
Did you know that recruiters spend about 80% of their time screening resumes, only to miss out on top talent because of human error or sheer exhaustion?
Picture this: you’re a recruiter, staring at a job req that demands a unicorn—a data scientist with a PhD, 10 years of niche experience, and a passion for artisanal coffee.
Back in the day, hiring was simple. You’d post a job, shake a few hands, and if someone didn’t set the office on fire—literally or figuratively—you called it a win.
I found it in the strangest place—an old thrift store magazine from the ‘80s, yellowed and tucked between a dog-eared romance novel and a guide to VCR repair. The cover screamed “Snail Mail Success!” with a cartoon snail in a tiny suit, briefcase in tow, knocking on doors made of lettuce.
Man, remember when recruiting was simple? Back when you could just post a job ad in the local paper, sip your coffee, and wait for the resumes to roll in like autumn leaves?
I’m sitting there last week, sipping my overpriced coffee, when my buddy throws out this acronym: R cubed. I blink. “Retention Recruiting Revolution?”