The Good, the Bad, and the Ugly; Recruiting in the Digital Era

By: Paige Fogle, BG Talent

In many ways, advancements in electronics, technology, and the internet have made all our lives so much easier; but often, I find myself tethered to my electronics, and rendered useless when something goes wrong with modern day technology, as it often does. It has opened a whole world for us, but in doing so, made the world seem so much smaller. For better or worse, it is now an integral part of our recruiting processes, and I am here to go over the good, the bad, and the ugly for both the clients and the candidates.

The Good

Technology has made the job hunt much simpler. Gone are the days of shifting through want ads or solely relying on your networking ability. Today we can connect to online tools like Indeed or LinkedIn, and search for a job with extremely specific criteria. We can search by location, special skills, or salary range. Some sites will even look at your resume and find you jobs that match your work history. It is hugely impressive and lessened the headache of searching. We can explore and discover jobs we did not even realize were out there, and it has broadened our horizon on our career potential.

Not only is the search much easier, but the application process is also expedited as well. As someone who personally suffers from awful handwriting, I am relieved that my messy scrawl is a nonfactor when filling out my applications online. With the simplification of the application process, we naturally can apply to several jobs from the comfort of our own homes. We can do research on the companies as we apply. This allows us to customize each cover letter with trigger words from that companies’ values! It has given the candidate an unprecedented edge. Technology has also given us the ability to prep for an interview in new ways. A quick LinkedIn search and you can see employees from that company in your specific city; you can even dig into the LinkedIn page of the person who will be interviewing you.

You have the opportunity, as a candidate, to research the company on Glass Door, see what the feedback previous employees have posted about upper management, or what the going salary is for the exact position you are applying for before the negotiation starts. All of this knowledge is power when trying to secure a position at a new company. This can give you a leg up on a candidate who decided to skimp on their research and wing the interview.

Not only can you research a company, but you also have the tools to self-train through LinkedIn Premium classes, adding badges to your LinkedIn page is just another way to get you to stand out as a top candidate! Microsoft Excel also offers many training classes as a part of their software package, and a quick YouTube search could familiarize one with a skill that they have not had the chance to come across organically.

From a hiring perspective, you know have the candidates coming to you. While some roles do take a little more digging, the resumes can be consolidated and condensed through job portals. You do not have to thumb through endless resumes. Employers can use tactics such as preliminary “deal breaker” questions that a candidate must answer before every submitting their resume. Simply by glancing at someone’s professional resume you have an immediate insight to their organization and computer skills.

Going through ones’ resume is much easier as well. Fact checking is at your fingertips. into a candidate’s personal behavior, attitudes or is a quick google search. Be warned, this could fall under “the good” or the “the ugly” category.). We thought the property management world was small before… Now we are just a quick email over to their former property manager to get the insight on their work ethic and knowledge of the industry. All of this can be completed before scheduling 30 minutes out of the day to conduct an interview.

From both the hiring client and the prospective candidate’s point of view, technology has given us the ability to find just what we are looking for and the key to knowledge on how to obtain it.

The Bad

When does too much knowledge become a bad thing? For both those looking to hire or in search for a new job; the ability to have everything at your fingertips can be overwhelming. It is as if suddenly there is too much information.

Someone looking to hire can go down a rabbit hole of resume after resume, and soon they are all starting to blend. I know people that have applied for so many jobs, that when they finally get an interview scheduled, they do not even remember what job they are interviewing for. Then when they finally do land that new job, or someone hiring ends up finding the right fit for your organization, it can be hard not to second guess their decision. Furthermore, I have experienced candidates holding off on accepting an offer that is right in front of them because they are waiting to hear back from two other potential positions and ended up missing out on all three. It can be a tricky world to navigate.

On top of sensory overload, the internet also provides personal information overload. We are one quick google search away from having our old college photos on display in front of a potential new employer. One could argue it is not fair for a prospective employer to pass on your resume because of an old photo you posted on Facebook while you were in college. While another could argue, in this day in age, if you were not smart enough to weed through your social media accounts and take down any incriminating photos ), you did not deserve the job in the first place.

It’s a tough line to tow, and a difficult new world to navigate, but the reality of the situation is people have access to information now more than ever, and it can be harmful.

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The Ugly

The ugly truth about technology and the internet is the divide it causes amongst social classes and the unintentional bias it can cause during the hiring process. Things mentioned earlier in the article, such as LinkedIn Premium, are things that come at a monthly subscription cost. These things that help others get ahead, unintentionally are holding those back who can’t afford it. Without that resource, and the means to afford for virtual training, one could easily be overlooked for those who can.

Additionally, in a virtual age, we have been digitally inviting allowing people into our homes. While candidates can blur out or add backgrounds using virtual meeting software, there may be some who are unable to find a quiet room all together. What if the candidate does not have a space to themselves that would be quiet for 30 minutes while they interviewed? To the person hiring, this may come across as unprofessional, and again, cause them to be overlooked all together. Before interviewing went virtual, this would never be a factor. The person hiring was the one in charge of providing a quiet professional space to focus on the task at hand, but now it has been pushed back onto the candidate. Furthermore, and the biggest issue of all, according to a Federal Communication Commission December 2018 Internet Access Service report, 44 million households in America do not have standard broadband connection or cannot afford it1 . That is putting 44 million Americans at an incredible disadvantage when it comes to furthering their education and their careers. They are not only unable to apply for these jobs, that have almost all switched to online applications, but they are also unable to find them in the first place. It is important for all job seekers to have access to broadband internet, and unfortunately, until that time comes, the divide will only continue to widen.

In conclusion…

Internet and technology advancements have come such a long way and have propelled us into a new mode of life. There is so much good to be gained from it; the ability to have knowledge at our fingertips, the ability to self-train and grow, or to connect with others in a matter of seconds. It has changed the way that we recruit for new team members or take the plunge into a new career path. It does however, come with a lot of responsibility. We must think twice before we share things in our personal life. We should recognize that a digital footprint is forever. We should celebrate and be grateful for these technological advancements, but also be aware of the limitations of this technology for both employers and job seekers.

1 https://thehill.com/opinion/technology/523179-many-americans-stilldont-have-internet-access-congress-should-help

Paige Fogle has a background in both Commercial and Residential Property Management. She graduated from Auburn University (War Eagle) with a double major in Psychology and Sociology. Paige started her career in Residential Property Management, but soon after made the transition to Commercial Real Estate. After working in the Property Management world for 7 years she made the move to staffing solely for commercial real estate, giving her a deep insight to the innerworkings of a property management office and what makes it tick!

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