Job Revolution: Recruiting in the Digital Age

Welcome to a new edition of the P4Digital Round Tables!

This week we have a special guest star – Nadine Lamothe, one of the officers here at Planet4IT. She will be joining us today, along with Jim Carlson and Andrew Carlson, to discuss Job Hunting and Recruiting in the Digital Age.

Stay tuned and enjoy


Amanda: We are P4Digital, and we are all about the digital revolution. What will make you stand out? How can you appeal to an employer, or entice an employee? The Digital revolution has changed things – how has it changed the age-old challenge of looking for a job?

Andrew: Hi, I’m Andrew Carlson – Digital Recruiter.

Jim: My name’s Jim Carlson, and I am a principal in the firm.

Nadine: I’m Nadine Lamothe, and I’m a principal in the firm.

Andrew: Today we’re talking about how recruiting has changed in the digital age.

Jim: The history of recruiting from the time I first got into the business until now is unbelievably dramatic. Twenty-five years ago we were dealing completely with paper based forms of recruiting. Where in these days we’re currently processing upwards of 200 and 250 candidate submissions to positions we have on our books to our clients on a daily basis. It’s just been a phenomenal ride over the last 25 years.

Andrew: Yeah, from what I understand back then they actually used to use a thing called a phone book. I’m not really even sure what that is. One of the things that I like about recruiting nowadays in the “digital age” is that we can work smarter rather than harder. Of course, we work very hard as well but the ability to do targeted recruiting and use tools and platforms that are created by some of the brightest minds out there. You’ve got access to all sorts of new technologies and stats and different ways of getting your voice in front of people – it’s allowed me to plan how I’m going to be successful at recruiting.

Amanda: Phone book? Isn’t that like the contact list in your smart phone, right?

Andrew: Yeah, a little heavier from what I understand.

Nadine: I think the big change for clients has been primarily in recognizing that they must have a corporate brand. And that hiring managers, although they always had to convey the attractive elements of the job for the individuals, it’s really important now because there’s so much presence of those opportunities on the internet. And so I think a lot of companies are coming to that realization, as well as recruiting firms recognizing that the way that we appear, whether we’re currently knowledgeable about what’s happening in the marketplace is really important.

Andrew: That’s a Bingo point right there. It can’t even enter into the realm of possibilities of companies and recruiting agencies that your offer is going to be the only offer. It’s a given that at given time that someone’s looking for a job they’re going to get multiple people trying to influence their decision, and that’s all due to the digital age. It’s as soon as you put your name out there, it goes everywhere.

Jim: The tools therefore that we’re using and accessing again have dramatically changed. Common vehicles like LinkedIn were considered Nouveau as of 12 months ago, 18 months ago – now they’re kind of passé. Specifically where we’re looking into now is to a select user groups, where you have communities of like-minded individuals, and getting back to the point that Nadine and Andrew made right there, our clients are expecting us to find those people in those veins and present those candidates to them for the work that they have under way.

Amanda: Speaking of changing digital technologies when it comes to recruitment, Andrew has talked about this before but I’m curious for Nadine and Jim here. What do you think of new job recruitment apps like Switch which is essentially Tinder for job hunting? People can post jobs online, you see a match based on your smart phone and your credentials and then you swipe right to connect yourself to a recruiter.

Andrew: Well you know my thoughts on this, I mean, as a recruiting company if you’re not doing things like that, engaging the digitally minded people in the digital world where they live, you’re falling behind.

Jim: And that’s just one example of many new types of technologies coming on the marketplace. I find that the ability to communicate with either agencies or their corporate clients comes at you in many different directions. The key though is not in the ways they are communicating with said organizations, the key is understanding that there is a complete job revolution, not evolution, revolution under way which by and large are doubling the amount of categories that everyone needs to be aware of what people do and what people are looking for.

Nadine: Even though there’s a myriad of new ways in which to communicate or to deliver your profile, the important thing is the content of that profile. Is it accurate, is it dynamic, does it really convey what your best experience has been, is it organized, is it literate, and I think a lot of people unfortunately overlook that much to their regret. Spell check is a wonderful tool and people should be using it.

Jim: The content of the resume that Nadine was alluding to there is absolutely critical. And having read thousands if not tens of thousands of resumes there is one common theme that has come right through on the digital age as well from the, let’s call it the non-technology days of paper based phonebook world, is that a good resume can be spotted instantaneously. I can see today five in front of me and I can see a well presented resume in a flash. That hasn’t changed at all over 25 years.

Andrew: Now of course the flip side of that coin, and the thing that I think Jim and Nadine might have just slightly missed here is that a lot of Digital comes down to creativity. The story telling format of your resume is no longer linear. It’s now all about your skills matrix, demonstrable work that you can actually show people online; digital is interaction and interaction is being able to move things on a page, being able to click on things, being able to dive deeper yourself. Yes the information needs to be presented correctly and punctually and all those things, but it also needs to be presented interactively.

Nadine: I think one of the things to remember though is, what Andrew is talking about is a lot of the technical skills and the experience, but if you cannot convey what your actual engagement was on that project, and you simply list an endless number of processes, you may not win. Maybe you can refer to some visual impact sites or whatever for people to actually go in to take a look at, but if you’re not engaged in that, you’re going to be a much less powerful candidate because people are still working with people, and people still need that understanding or that insight into the individual both from a communication skill point of view, perhaps from the interpersonal interaction that they’re engaged with. Those are all things that are still extremely important because we’re still — even though we work much more collaborative in the Digital world — we still have to work with people. And if you can’t convey that in the resume document, you may miss out on opportunities that you would really love.

Amanda: Amanda: That was the P4Digital executive talking about Digital recruitment and job hunting. Want to know more? Check out our website at or follow us on Twitter @pfourdigital. Thanks and see you next time. 

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