When is a recruitment company really a high-tech technology innovator?

recruitment technology Innovator

When was the last time you thought the recruitment sector was innovative? If you’re like most people, the answer is most probably never.

Innovation isn’t something you usually associate with recruitment firms. After all, despite what they claim, virtually all of them do things the same old way.

They advertise the vacancy that their client wants to fill on a range of job boards. They review their database of candidates looking for a new position. And depending on how pro-active they are, they may reach out to prospects who they hope are looking for a new job. 

In most cases, it’s a fingers-crossed scattergun strategy. 

And for years, recruitment companies have relied on this approach, only differentiating themselves from numerous competitors by focusing on specific sectors and niches, rather than looking at how things could be done differently. 

But then crooton came along. The founders – all of whom had worked in the traditional recruitment sector for years – knew there had to be a better way to not only attract more candidates for jobs that were hard to fill, but also ensure that those that applied perfectly matched the specifications required.

They also knew that to make this happen, they needed to create something new and innovative that was likely to disrupt the industry and change how employers looked at recruitment.

So that is exactly what they did. Using the latest location-based and targeting technologies, they developed a unique candidate geofencing system that allowed employers to precisely pinpoint the candidates they wanted to reach, wherever they were in the world down to a specific one metre location. 

These potential employees could be attending particular trade shows or events, or studying at specific universities or colleges, or even working for their competitors.

People who had already proved they had the skills and experience employers needed by being in the right locations or working for companies in the same industry. 

But crooton didn’t stop there. They also developed a dynamic advert creation and delivery system that enabled employers to quickly create stunning job adverts that perfectly displayed on any size screen and on any platform. 

And the adverts could be shown to candidates anywhere in the digital ecosystem – on news sites, on social media, and on the sites they visited the most – when inside the targeted geofenced location or even outside of it.

Coupled together, these two powerful cutting-edge systems meant that for the first time employers no longer had to hope candidates saw their job adverts and matched their requirements. Instead they could run highly targeted job campaigns that generated a high level of applications from high-quality candidates with the perfect mix of skills and experience.

And the impact of these innovations on the recruitment sector has been incredible. Companies that had been struggling to fill a high number of roles received applications like never before, from candidates who exactly matched their requirements. The NHS was able to attract and recruit urgently needed nurses and vaccinators at the height of the global pandemic. And essential logistics and FMCG businesses have been able to hire operational and support staff despite the national staffing shortage.

It’s no surprise that this success has led to more and more companies who have struggled to find staff becoming clients, all keen to take a radically different approach to recruitment. These have included high-profile names including Ocado, Stagecoach, AM Fresh Group, Mencap, World Fuels, restaurant chains Five Guys and Wagamama, Hilton Food Global, international law firm Allen & Overy, Centrica (British Gas), and a number of police forces.

But crooton has continued to disrupt the recruitment sector with more technical innovations including development of an AI powered SaaS platform, an online candidate assessment tool, and a bespoke application management system for employers.

And further developments are in the pipeline.

So when is a recruitment company really a high-tech technology innovator? The answer is simple; when that company is crooton.