Recruiters are stuck with busywork. How can tech free up their time?
Transcript:
Kyle Lagunas:
You and I both know that adding more headcount will not help the issue [of recruiters being overworked], since it’ll just result in more people doing more tasks.
At one point, we had General Motors in a position where we were having quarterly go-to-market meetings every quarter.
As a leadership team, we met to determine what we wanted to achieve in the next quarter and what it would take to get there.
When I started running the go-to-market functions for my boss, Cyril George, I told him that no one here knew what their KPIs were because it wasn’t clear; it was like everything was on fire all the time.
So we began having these go-to-market meetings, and a significant portion of them focused on the tech and innovation that we were driving to resource the team.
Then someone asked, “What’s the point once we implement all of this?”
I knew the subtext was, “Are we laying people off? Are we getting rid of recruiters?”
I responded, “No, the point is for you not to be working 65 hours a week every week.”
The room fell silent; there was no slow clap, just disbelief and shock.
They thought, “I don’t think that’s real,” but it is.
That’s what tech can do, you know.
Not only can it help for one quarter, but it can also make a difference for years to come.
So, stop thinking of buying tech for new best practices that it can bring, and start thinking of it as a way to extend our capacity sustainably and meaningfully.
It’s critical.
Barb Hyman:
Yeah, I see it the same way, in terms of giving you leverage.
Every time you hire someone for your team, you gain more leverage, allowing you to achieve more.
Technology does the same thing, but on a larger scale.
Listen to the full episode of our podcast featuring Kyle Lagunas here:
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