Ep 15: Greg Rogers - How to Recruit With Intent

But I just want to go back to the traditional world of recruitment.

Let's think about what that means for most people in a traditional sense.

And I know that you've got quite a strong opinion on the fact that traditional recruitment is not the way forward.

Tell us more about that.

Yeah.

And when I talk like that, what I'm really explaining is that traditional recruitment model, which goes way back to Saturday, West Australian.

Sometimes the midweek West Australian would be the job advert days.

You would be combing through that if you're looking.

You'd find a job that you think, that's me.

By classification, you'd then be handwriting your cover letter or maybe typing and then same with your resume, putting it into the post, sending it off.

And so when we look at today, there's a large part of that still performs that pathway.

Lots of stuff's replaced it.

You don't write anymore.

We're not posting in.

We're emailing and all those sort of things.

So there's electronic stuff that's happened.

But the actual, yep, I want to write a job advert and then I'm going to ask people to apply in and I'm going to get a cover letter.

I'm going to resume and I'm going to base my decision on that.

Now that's saying that's what everyone still does.

There's elements that people have taken that a bit beyond that, but essentially that's the same process that we've used for the greater part of the last century and we're still using for a fair part of this century as well.

And I know technology has come into play a lot for you.

We've got to address the actual software that you use.

What's that saying you have? Data-driven recruitment? Is that what you call

it? Yeah, so interesting.

Good question.

But I just want to go back to the traditional world of recruitment.

Let's think about what that means for most people in a traditional sense.

And I know that you've got quite a strong opinion on the fact that traditional recruitment is not the way forward.

Tell us more about that.

Yeah.

And when I talk like that, what I'm really explaining is that traditional recruitment model, which goes way back to Saturday, West Australian.

Sometimes the midweek West Australian would be the job advert days.

You would be combing through that if you're looking.

You'd find a job that you think, that's me.

By classification, you'd then be handwriting your cover letter or maybe typing and then same with your resume, putting it into the post, sending it off.

And so when we look at today, there's a large part of that still performs that pathway.

Lots of stuff's replaced it.

You don't write anymore.

We're not posting in.

We're emailing and all those sort of things.

So there's electronic stuff that's happened.

But the actual, yep, I want to write a job advert and then I'm going to ask people to apply in and I'm going to get a cover letter.

I'm going to resume and I'm going to base my decision on that.

Now that's saying that's what everyone still does.

There's elements that people have taken that a bit beyond that, but essentially that's the same process that we've used for the greater part of the last century and we're still using for a fair part of this century as well.

And I know technology has come into play a lot for you.

We've got to address the actual software that you use.

What's that saying you have? Data-driven recruitment? Is that what you call

it? Yeah, so interesting.

Good question.