The methods used by recruiting companies to place candidates have undergone significant transformation, shaped by advances in technology, evolving job market dynamics, and the increasing complexity of employer needs. What began as a manual, relationship-driven process has evolved into a highly sophisticated and specialized practice, leveraging everything from online databases and applicant tracking systems to social media and AI-powered tools. However, Jay Morris at Morris Bixby believes in using a blend of traditional and modern methods to connect your company with top candidates. We use AI, social media, ATS, and CRM to find “fresh” candidates and initially screen candidates. Our next step is to engage with candidates and use our experience in the agriculture recruiting business to interview and find “the right fit.”

Here’s a breakdown of how these methods have developed:

1. Traditional Placement Methods

• Manual Matching: Initially, recruiting companies relied on manual processes to match candidates with job openings. Recruiters maintained physical files of candidate resumes and employer job descriptions, which were manually cross-referenced to identify potential matches.
• Personal Networks and Referrals: Recruiters often depend on personal networks and referrals to find candidates. This method can be particularly useful for filling high-level or specialized positions.

2. Rise of Recruitment Agencies and Headhunters

• Specialized Agencies: Over time, recruitment agencies specializing in certain industries or job types emerged. We at Morris Bixby, for instance, have built an extensive database of candidates that is constantly updated, and we use our industry knowledge to develop relationships with the best candidates in the agriculture industry.
• Headhunting: For executive and high-level roles, recruiters actively sought out top talent, often approaching individuals who were not actively seeking new positions. This method was based on in-depth market research and personal connections and continues to be used today.

3. Introduction of Technology in Recruitment

• Online Databases: The introduction of computers allowed recruiters to store and search candidate information electronically. Recruitment companies began using databases to streamline the candidate placement process. At Morris Bixby, our extensive database of candidates is far-reaching and ever-evolving.

4. Applicant Tracking Systems (ATS)

• Automation of the Recruitment Process: The development of ATS revolutionized candidate placement. These systems allowed recruitment companies to automate the process of receiving, sorting, and filtering resumes. ATS could match candidates with job openings based on keywords, skills, and experience, significantly improving efficiency.
• Candidate Relationship Management (CRM): CRM systems were integrated into recruitment to manage interactions with candidates, keeping track of their status, preferences, and communication history. This helped recruiters build stronger relationships with candidates, improving placement success.
• At Morris Bixby, we utilize Crelate as our ATS and CRM system. Crelate was founded to help talent-focused businesses build relationships with an increasingly dynamic global workforce.

5. Social Media and Professional Networking

• LinkedIn and Social Media Platforms: LinkedIn, in particular, became a powerful tool for recruiters, enabling them to search for candidates, connect with professionals, and engage with passive job seekers. Other social media platforms like Facebook and Twitter also became valuable for reaching broader audiences and promoting job openings. Morris Bixby can be found on these platforms. Follow us at the links below.

Morris Bixby LinkedIn
Morris Bixby X (formerly Twitter)
Morris Bixby Facebook
Morris Bixby Instagram

6. Specialization and Niche Recruitment

• Niche Recruiting Firms: As industries became more specialized, recruiting companies began focusing on specific sectors, roles, or types of employment. This specialization allowed recruiters to better understand the unique needs of employers and candidates, leading to more successful placements. Morris Bixby specializes in Agriculture, Crop Protection, Seeds/Traits, Animal Health, Grain, Food, Turf, Ornamental, and Energy.
• Global Talent Pools: With remote work becoming more prevalent, recruitment companies are now able to place candidates from anywhere in the world, broadening their reach and offering employers access to a truly global talent pool.

7. AI Technologies

• While still in its early stages, AI technologies have begun to emerge and will innovate and streamline the hiring process. AI can be used in various aspects of the recruiting process, including resume screening and candidate matching, candidate engagement and communication, and predictive analytics and data-driven insights to help make more informed decisions. Morris Bixby has started to incorporate some of these technologies into our process to enhance our overall recruiting strategy.

The methods used by recruiting companies to place candidates have evolved from manual, relationship-based practices to sophisticated, technology-driven processes. Today, recruitment companies leverage a combination of data analytics, AI, and specialized platforms to efficiently match candidates with job openings. The integration of social media and professional networks has also expanded the reach and effectiveness of these placements. As the recruitment landscape continues to change, with trends like remote work and globalization taking center stage, recruiting companies that adapt and innovate will continue to play a crucial role in connecting talent with opportunity in an increasingly complex job market. Morris Bixby continues to use traditional relationships that we have built throughout the years, along with our team’s collective knowledge, online relationships through social media, our growing extensive modern database, and emerging AI technologies to provide our clients with top-notch candidates to fit their needs. Learn more today!