Inspiring Your Recruiters & HR To #BeHuman

The Searchologist is the place to improve your candidate engagement and the home of DisruptHR’s London, Bristol, Cambridge, Newcastle & York communities.



noun /səːtʃˈɒlədʒist/ 

A recruiter, HR professional or hiring manager who has put the human back into social sourcing & recruiting and candidate engagement.


Why you need to put the human back into your (social) recruiting

You are in a fight for attention for people who have in-demand skills! Ignore the tech providers saying AI, algorithms and their software can do this for you, it cannot. Marketing and advertising alone also won’t work in a candidate driven market. Highly sort after talent needs to be sourced and wooed to your company and job opportunity. You are under scrutiny just as much as you are scrutinising them. How you treat people will decide if they will stay in the recruitment process or ghost you.
Future employees are looking at you & your company before they reply to your email, call or message. They look at up to 16 sources before applying. How many are you losing? If you want to find and attract great employees, your profiles and social media activity needs attention. Do you look like a recruiter and a company deserving of someone’s time?
Social media recruitment has been proven to improve the quality of hire, diversity, and increase productivity, which is even more great news for your bottom line. But the world is noisy now, are you using the tools to increase candidate connection and engagement or spam?

Finding people and their contact details has never been easier! There are over 4 billion people on the Internet and a plethora of tools, free and paid, to contact them. This has led to laziness, template overload, and candidates switching off. Don’t believe me, go check out #recruiterspam or #recruiterfail
Proven to be the highest quality of hire. If you put the human back into your recruitment, your current employees will see it and react accordingly. If your coworkers can make a warm introduction, reward them with gratitude, transparency, clear communication and certainty.
What does that hole in your recruitment cost your company and cost you in hiring manager stress? If you could improve candidate response rates by even 10% how would that improve the bottom line?

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Implement The Searchologist mindset and:

 Improve your quality of hire

 Decrease your current time to hire

 Increase your employee referrals

 Save cash on upfront and failed recruitment

 Improve your candidate response rates

 Increase diversity, cultural fit & retention

 Reduce time wasted in the hiring process

  Be future and robot proof!


Four ways to improve your candidate engagement:




Your Searchologist peers: