RECRUIT
The recruiter v social media, can they live in harmony?
Laurence Lewis looks at how things have changed in the superyacht recruitment industry since YPI began 17 years ago
I
t seems no time since the Editor of ONBOARD gave me my last ‘down to the wire’ deadline to present my paper…
A few months on, another deadline looms and I find myself struggling with the suggested topic of recruitment trends in 2019 versus 2018… Well, I drew a blank…the elapsed time between both seasons is too short to allow for a compelling narrative. However, 2019 versus 2002 could work, that’s a cool 17 years/ 34 yachting seasons…
I chose 2002 as it’s the year I created YPI CREW, in September right on time for the Monaco Yacht Show.
In these past 17 years technology has evolved immensely and that’s fantastic as it has freed recruiters to do better things, to spend time positively engaging with clients and candidates.
Recruitment is an elaborate mix of technology and human interaction and both are equally important and totally inter-dependent and of course, recruiters need access to the best that both can offer.
However, each time someone calls me to pitch a new platform destined to become the latest tech ‘disrupter’ and about to crush the recruitment industry, I listen and weep inside.
Most of the time, these very smart guys and girls miss the point because they do not understand where the real value in recruitment is. Their model is invariably to connect a candidate to an employer via a clever algorithm with an app and the ever present mobile device. What they don’t realise is that the ‘matching’ is the easiest part of the recruitment process. Perhaps it’s because our industry is all about people, face to face interaction, working in close knit teams, but it seems to me, that the digital side of recruitment
within our industry will never replace the human interaction that is so very important to us all.
A side note on this topic, in August 2019, Google disclosed that by 2020 it will shut down ‘Google Hire’ the job application tracking system it launched just two years ago. Do they know something we don’t?
Recruitment is an elaborate mix of technology and human interaction and both are equally important and totally inter-dependent.
In modern recruitment, the real value lies in the recruiter who talks to his clients, finesses the job orders, champions his candidates, and works hard to secure interviews for them, negotiate terms and act as a valued partner and middle person, sharing his knowledge and experience of the market, finds unique candidates, the list goes on...
These human skills are the ones which will crunch a deal, secure a job, make the difference and as yet, no technology can do this and I will go even further: Human skills are more important now and in the future than they were in 2002.
Social media was non-existent in 2002, but has been enthusiastically (perhaps a little too much) adopted by employers in all industries. Over time however, with information fatigue and overload, many clients realised that they do not have the resources nor the time to lose themselves in the abyss of social media.
Recruiters on the other hand have embraced social media and are building strong communities and solid ties with candidates. In turn, these relationships are what a recruiter can champion when dialoguing with a client, so this brings us straight back to the soft skills and the human interaction...
We have gone full circle.
ONBOARD | AUTUMN 2019 | 201
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