How can tech help you recruit the best candidates?
Recruitment is finally coming out of the dark ages thanks to a London start-up.
Companies have refined the art of connecting with customers but do not apply that same logic to recruiting talent – the lifeblood of their future business.
Beamery works with the likes of Facebook to begin the process of connecting with potential hires before they have even applied for a job.
“One of the problems when you go to a careers site is that the call to action is to apply for the job,” Beamery’s VP of growth Ben Slater tells BusinessCloud.
“Eighty-four per cent of candidates on the site aren’t ready to apply yet so our product counters that by giving extra options like directing them to relevant content or suggesting events.
“It’s about offering a way to start a relationship with a company without wading through a 45-minute application form.”
Beamery founders Abakar Saidov, Michael Paterson and Sultan Saidov
Beamery’s CRM and marketing software focuses on hooking good candidates early and keeping them engaged until a job appears instead of just posting a position and hoping for the best.
“Over the last ten years the way organisations have approached customer acquisition has changed the world,” says Slater.
“I ordered a flight on Skyscanner recently then went on to Booking.com, which seemed to know exactly where I was going and with how many people, dates and a list of suggestions.
“The concierge experience is one we’ve all become used to yet when applying for jobs it often feels like throwing your CV into the wind.”
Beamery says it helps organisations cut hire time by around 50 per cent as recruitment becomes less reactive and more strategic.
“[The conventional approach] limits them to people actively looking [for a job] at that one time, which is a small percentage of people,” he says. “The high-quality candidates already have jobs.”
Beamery is only four years old but has three offices between London and the US and closed a $5 million Series A funding round last year.
Its algorithms make sure a company’s information on prospective candidates is up to date, another problem in recruitment, by referencing social media and other websites.
“When you focus on say AI, products are geared around automating the things that a recruiter is probably bad at, like following up with candidates or suggesting candidates that are particularly engaged.
“But someone may have attended a careers fair or applied for a job two years before and that information is now out of date.”
For any company that wants to take small steps immediately to improve their recruitment process, Slater has some top tips.
“Aside from using Beamery, the lowest hanging fruit is mapping out what you think recruitment should look like,” he says.
“Spend half a day with a whiteboard asking ‘what are all the different ways candidates can interact with us, what do we want candidates to feel when they interact with us and does that happen when they look at, say, our LinkedIn page?’
“Even if Beamery isn’t right for you, there’s a lot of stuff you can do. Especially in a small team every person counts so you must ensure you’re hiring game-changing talent.
“Look at the first principles and say ‘this is what we want it to look like and this is what looks like now so how can we get there?’”