Smart Price Teams: How To Recruit Pricing Teams With AI!
AI and digitisation was supposed to improve recruitment and ease finding smart price experts, but in reality, recruitment is becoming more and more administrative and transactional.
The primary role of the recruiter should be to woo and vet candidates. However, most recruiters spend most of their time overseeing the automation of administrative recruitment tasks. Tasks and processes which are fundamentally broken and flawed.
Ultimately, businesses are going down a dehumanising recruitment path that lacks rigour, scientific investigation and human connection that both candidates and recruiters crave.
It is a mistake to assume candidates are happy to crawl over whatever piles of broken glass we put in front of them to get a job with you (i.e., lengthy online applications, automated and soulless rejection emails, limited contact and feedback, irrelevant testing, time wasting interviews, terrible onboarding programs).
Can AI be useful for smart price recruitment?
The assumption that everyone wants to work for large corporations is arrogant and unrealistic. They don’t. Good recruiters do a lot of wooing, selling and advising, qualifying throughout the process to get good candidates to work for you in smart price management roles and leadership positions.
Good recruiters help candidates make informed decisions. They find and woo high calibre candidates who would probably never have even considered the company before the recruiter spoke to them.
Organisations, however, seem to be too focused on time to hire and on filling jobs. Executives seem to think everyone loves the business as much as they do.
Matchmarking algorithms are a guide, not a deciding factor of candidate fit and suitability. High dropout rates during automated or poorly implemented recruitment processes is a big problem and should not be ignored.
- People trust people not computers.
- Recruiters cannot accelerate change under the current recruitment model.
- Automating a broken recruitment model is not the answer to talent shortages
It seems we have become so caught up with lowering costs, updating technology and transitioning from old to new, that we are forgetting that recruitment is human.
We are underplaying the role good recruiters; and stopping them from driving and embedding the culture that you want to see.
Underneath this recruitment debacle are three very dangerous assumptions: 1) You don’t need human recruiters. 2) Al fills vital talent gaps 3) people really want to work for large corporate businesses.
It is a false delusion to believe that sharp and switched-on people are dying to apply for your jobs. In reality, people are not that fussed and will disengage very quickly.
It is wrong to assume AI is the answer to talent shortages and smart price recruitment: algorithms are not perfect matchmarking systems. AI struggles to read human interactions, subtext and emotional responses. Recruitment is human.
It is a mistake to ignore the fact that people prefer to deal with real people during the recruitment process. Good recruiters hunt for talent. Good talent managers create a sticky recruitment processes that keep talent interested in your business.
If CEOs only knew how badly employer branding (the kind that prospective job applicants see) was hurting them in the talent acquisition arena, then maybe more they would put more smarts, analytical firepower, time and energy into the internal recruitment function.
A recruitment function with the capability to write genuine, human job ads in plain English and identify, research, interpret traits and skills for high performance is the key to bridging talent and capability gaps.
Conclusion on smart price team recruitment
Gamification, AI-powered recruitment algorithms and recruitment tracking systems will never be the complete answer to the matchmaking / fit challenge. They are tools to support a recruiter, not a replacement.
The talent you want is out there, if you know what you’re looking for and how to find it.
Recruiters and tools are not the problem here, rather it’s the whole red-tape-laden hiring process.
See our blog on recruitment costs.
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