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If you see me marching along Queen Street, purposefully striding past charity muggers and the homeless, I’m probably not on my way to “check in” with a client. I don’t have many coffee “catch ups” with placed candidates. Sometimes, like the GFC never happened, they’re known to have a couple of sherries with these clients and candidates. These two company directors are the masters of the candidate and client “catch up”. This reminded me of a recent conversation with a couple of recruiters. A better service to a client should result in more interesting roles for our candidates. Providing we can remain respectful, technology which gives time back to the recruiter can only mean a better service to a client. Likewise, I’m a firm believer in the streamlining of the recruitment process. Maybe our candidates want a selfie, and we’re sending them flag semaphores. Letting our dogmatic views on old fashioned appropriateness could be doing us a disservice. We recruiters pride ourselves on being master communicators, and part of communicating effectively involves picking the right channel for our audience. The other part of me wants to embrace a new, perhaps smarter way of doing business. How can banging out texts into the ether replace the tingle of excitement after that first phone chat with “the one”? How are we to make an assessment over substance, credibility, charisma? Are we even texting the candidate or their more eloquent older sister? And what other parts of the process will turn into “lol”-infested texts? Sure enough, if we start the recruitment process with a text, we sure as hell will end it with one. However, this new, yet somehow cosily old skool technology, is praised by at least one commentator as delivering both a better candidate experience than a traditional interview, and also, a more personal touch… Remotely setting off a roadside IED? Text 0800JIHAD.

Pulling a sicky? Text your boss about your issue “down stairs”. Not so long ago, “text” was the bastion of the shirking coward. And by reading opinions on the product, we’re shown how quickly both our industry, and the society which it mirrors, is evolving. Many businesses have been using screening technologies to create shortlists for years, but this latest effort attempts to replace the good old telephone screen. The app, from Canvas Talent Inc, allows recruiters to interview candidates via text, whilst recording the transcript on an ATS, and has already been embraced by the online restaurant reservation platform OpenTable. A new one brought to my attention this week, fighting out of Indianapolis, is Canvas. The world is awash with recruitment technology currently An endless list of start-ups attempting to use automation and AI to replace or enhance the fat-tie-knotted recruitment barbarians of old. Your usual blogger is AWOL once again this week, so it’s up to me to battle through 500 non- libellous words.