YourBusinessWithJamesCaan2016 - 59

RECRUITMENT SKILLS

write like they text. When I look at
written communication I am appalled
at the grammar. And that's because
most of their writing experience is just
sending text messages.
What's inspired me to launch
recruitmentguide.com, an online
training tool for the recruitment
industry, is because I want to bring
back old-fashioned techniques of
communication, evaluating and
assessing people face to face.
We have become too reliant on
technology and we feel we don't need
interpersonal skills any more but
I want to put back the quality of the
service that the industry needs to
provide. I'm not saying don't use
technology; you can look at applicants
on social media but you still need to

I'm appalled at the
writing skills of
young people these
days: they just
write in text-speak

assess and interact because
communication skills when you are
interviewing a candidate are key.
You can send me the best CV but if
the candidate walks in and he's wet,
got no personality, has a limp
handshake, doesn't make eye contact
and wears a brown suit, I'm just not
going to be impressed.
We are diluting what we should be
doing. Of course nowadays you can't
always access all the candidates, they
might live too far away, but you can
make video calls. I strongly
recommend you meet people face to
face - don't just rely on a telephone
call. I live in Monaco now and I
probably chair eight to 10 meetings
per day but I still want to see people.
For me a telephone call is 20%
satisfactory, Skype 75% and face to
face 100%. There is much more
chance of making a mistake if you
don't have a face-to-face with
someone because so often you meet
people who leave an organisation and
they'd say I didn't like the culture,
I didn't fit in, it wasn't for me. It's not
about their skill set or CV, it's about
them as individuals and part of the
interview process has to be an
understanding of the client's culture.
If you hire someone and it doesn't
work out, you cost the client a
fortune as you have to pay the new
employee's salary and induct him. If
he then says it didn't work out, that's
a disaster. It's not good for morale
when people leave and high staff
turnover is very disruptive.

WORDS: GEORGINA MARIC IMAGES WILL IRELAND

candidates filed in alphabetical order.
Compare that with LinkedIn with
450 million people who you can
access quicker than I could via my
card box system.
For the recruitment industry on the
one hand those changes have been
amazing, but it has made us really
lazy. Before we would rely on our
own skills and techniques when
interviewing people but now we rely
on LinkedIn and Facebook.
People in the recruitment industry
are no longer devoting quality time
interviewing, assessing and
interacting with candidates and the
quality of interviewing techniques
and skills are 70% down on what they
were 20 years ago.
When you were looking for a
copywriter before, for example, you'd
use an agency who would have
interviewed, vetted, assessed and
would therefore have a real taste and
flavour of that person. Now they
make a 20-minute call to discuss their
CV and send a LinkedIn profile. What
value are they providing rather than a
CV service?
If they do meet them their
interpersonal skills are not very
advanced because they are too reliant
on social media.
One of the things that frustrates me
in this technological world is how we
as a society are diluting our skill of
communication. Today we send more
text messages than we make calls
and it has changed our skills
- young people today

59


http://www.recruitmentguide.com

YourBusinessWithJamesCaan2016

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