RecruitiFi Talks Emerging HR Tech Startups on the Workology Podcast

Norm Clausen on October 7, 2014 12:59:00 PM EDT

Find me on:

blogging4jobs_emerging_startups_in_HR_tech

Recently, the CEO and Founder of RecruitiFi, Brin McCagg, spoke with top HR pundit and founder of Blogging4Jobs, Jessica Miller-Merrell, on her popular Workology Podcast. The two discussed RecruitiFi and how it fits into the landscape of emerging technologies in HR and recruiting. Read on for a few highlights, and for the full podcast, please visit Blogging4Jobs.com. The RecruitiFi segment begins at 13:15.


Jessica and Brin discuss the concept of reactivity versus proactivity in the talent acquisition world:

Jessica Miller-Merrell - I feel like the recruiting industry continues to be really reactive. It seems like there’s always some sort of fire to put out or position that is extremely urgent. How does RecruitiFi help make the hiring process better and more efficient?

Brin McCagg - Really what we focus on is helping companies hire more easily, faster, and with better candidates. In traditional recruiting methods, talent acquisition departments go between crisis and over capacity. In August, they might be sitting around with not that much to do, and then they go into a hiring season or a hiring cycle and they’ve got an enormous number of positions that they’re struggling to fill. There have been studies that show that unfilled positions can cost a company 1.5 to 3 times that person’s salary for each month where you’ve not filled that position. So, time to fill is critical.

We’re a supplemental tool or a strategic platform for companies when they need to fill hard-to-fill positions, high-volume positions, or those urgent-to-fill positions. It’s that break the glass in an emergency kind of tool. When you need us, we’re there. And you can leverage literally thousands of recruiters in a controlled, confidential, concise way, and get a hand-vetted candidate that’s been background checked and curated by an expert recruiter.

 

Brin’s thoughts on the industry trying to eliminate the human touch from recruiting:

Brin McCagg - Everyone has been trying to invent systems to disintermediate the human element, and sort of match candidates electronically to jobs. But people are not widgets—there’s no algorithm that can do that. What we do is leverage expert recruiters in a scalable way and in a way that’s controlled and economical for all sides.

 

Jessica weighs in on the idea of leveraging the relationships of third party, agency recruiters to alleviate some of the stress in corporate recruiting:

Jessica Miller-Merrell - I really love the concept, and I like that you’re taking advantage and leveraging these headhunters or recruiters that have been vetted by you guys, who are already having conversations with candidates. They’re out in the space, they’re on the phone, they’re dialing, they’re following up with people they have relationships with, and then you simply work with RecruitiFi to distribute the job to these already vetted headhunters or recruiters. That makes the candidate quality so much better. They already have that relationship between recruiter and candidate. For the corporate recruiter or recruiting team, you can rest a little bit easier. You don’t have to be running around like a crazy chicken looking for some silver bullet that’s going to fill these must have positions immediately.

 

New Call-to-action

Jessica and Brin discuss the creation of a self-regulating system through transparency and feedback:

Jessica Miller-Merrell - I love that we’re rating both sides. The corporate entity is saying, “Yes, no, here’s how I felt about the recruiter I worked with,” but the recruiter is also rating that corporation. For those of you that have taken an Uber or Lyft—know that you are being rated at the end of your ride just as you’re rating that driver. So be on your best behavior when you’re recruiting, or when you’re riding in your Uber or Lyft.

Brin McCagg - What this is doing is creating a community of better-behaved participants, and better-behaved participants lead to better outcomes, because you are eliminating the inefficiency of bad friction. We’re not looking for volume—like these tools where you spam your job out to thousands of job boards and you get thousands of candidates back. We’re looking to deliver results. And on average, we bring back 10 – 20 quality, hand-vetted candidates, always with complete information, and always where the candidate confirms their interest.

We want to protect the value of that process. So employers that come in and spam out a lot of jobs and don’t react, and don’t sort candidates—in a sense the ratings weed them off the system. We want people to tend their side of the garden effectively. The system ranks companies and recruiters just by their actions on the site. If you submit candidates that get put into the yes category or get hired—you get points. If a company posts a job and doesn’t sort their candidates, they get negative points. Recruiters can see that and choose not to submit to those employers. So, very quickly, the system becomes self-regulating.

 

For the full podcast, and more insights from two of the thought leaders in HR and recruiting, I encourage you to visit Blogging4Jobs.com.  And follow their updates on Twitter at @Workology and @blogging4jobs.