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Hi, this is Stephanie Maas.

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Today I wanna talk to you about mass recruiting tools
and what that ultimately means for the candidate.

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The impotence behind this segment today was I recently had one of my all time favorite clients.

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Over the last several years, they have been moving
towards more internal recruiting strategies and systems.

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And candidly, for a bank their size, they.

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Absolutely needed to.

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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.

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So it's been an interesting adventure trying to balance between the two.

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Again, from my client's perspective, this is absolutely something
that they need to do to manage internal recruiting processes.

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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.

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So in thinking through this, I wanted to share with you how to find that balance.

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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.

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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.

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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.

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So let me say to both, to potential clients and potential candidates.

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If you're a client and you find yourself needing to use this type of mass recruiting tool.

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Absolutely do what you need to do, but be flexible.

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There is never a one size fits all solution, especially for your more senior level positions.

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Same counsel to my candidates.

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Candidates.

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I know what it feels like and I know it hate it when you're quote unquote.

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Put in the system.

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But if there's a recruiter involved, they will help you navigate when and where, how, et cetera.

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It's appropriate to be put in the system, so don't be immediately turned off by that.

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Work with your recruiter.

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Let them guide you through how to best do that and when to best do that.