Hi, this is Stephanie Maas.
Today I wanna talk to you about mass recruiting tools and what that ultimately means for the candidate.
The impotence behind this segment today was I recently had one of my all time favorite clients.
Over the last several years, they have been moving towards more internal recruiting strategies and systems.
And candidly, for a bank their size, they.
Absolutely needed to.
However, I have been getting a lot of pushback on the candidate side, candidates specifically not wanting to be pushed into basically the black hole of submit a resume here and see if you ever get a call back.
So it's been an interesting adventure trying to balance between the two.
Again, from my client's perspective, this is absolutely something that they need to do to manage internal recruiting processes.
From the candidate perspective, they really only wanna be in somebody's quote unquote system, if they're sincere about getting the job or if there's a real likelihood they're going to get the job.
So in thinking through this, I wanted to share with you how to find that balance.
First of all, I know a lot of times the internal systems candidly come out of a need of regulations, compliance, and I absolutely get that.
However, at your higher level, more senior level roles, the pushback from the candidates, especially due to confidentiality, privacy, et cetera, it's gonna get tougher and tougher.
We have been able to find a really neat meet in the middle solution that I think is gonna serve both my candidates and my clients.
So let me say to both, to potential clients and potential candidates.
If you're a client and you find yourself needing to use this type of mass recruiting tool.
Absolutely do what you need to do, but be flexible.
There is never a one size fits all solution, especially for your more senior level positions.
Same counsel to my candidates.
Candidates.
I know what it feels like and I know it hate it when you're quote unquote.
Put in the system.
But if there's a recruiter involved, they will help you navigate when and where, how, et cetera.
It's appropriate to be put in the system, so don't be immediately turned off by that.
Work with your recruiter.
Let them guide you through how to best do that and when to best do that.