Why Recruiters Are Pushing Their Tech On You (and the awkward questions you should ask)

Posted on March 20, 2019 by PaulHickey | Recruitment

You might have noticed that more and more recruiters are keen to show off their fancy new technology.

This isn’t a bad thing. If the recruiter you’re using (or considering) is still just sending you a bunch of CVs by email, you’re not getting anywhere near value for money, no matter how much they boast about their “deep networks” and “rapid turnaround”.

Those phrases, by the way, are just euphemisms for…

I’m going to spend a couple of hours compiling a candidate list from my existing pool, send you their CVs, and hope you pick one of my guys so I can charge you 18%.”

This is the 21st century. You deserve a recruiter that is making good use of modern recruitment tools and techniques.

But that doesn’t mean that just because a recruiter is using fancy tech, they’re automatically offering a useful service.

In some cases, the recruiter is using tech simply to give the appearance of being progressive. But good tech married with bad methodology is still going to produce bad results.

Garbage in, garbage out.

In other instances, the recruiter is just using the tech because they like shiny toys and are hoping that you will too.

That still doesn’t translate to a superior service.

And for some recruiters, technology is just there as an excuse to bump up the price.

Push For REAL Answers

There is some excellent recruitment technology out there that can greatly improve the outcomes of your recruitment campaigns. But the only way to find out if the tech your recruiter is using is adding value is to ask the tough questions.


  • How long have you been using this software/tool/behavioural assessment?
  • How, precisely, do you implement it?
  • What measurable improvement does it provide and do you have data to back it up?
  • Why will my campaign be more successful WITH this tech than WITHOUT it?

Answering the first two questions should be fairly straightforward, but if they struggle with questions three and four you have valid reasons for concern.

If they CAN’T give you specific data to back up why this tech is so important, or if they give you a load of gibberish (“it will make your recruitment campaign more utilitarian which will allow your candidates to ameliorate their rejoinders”), back away slowly. They don’t know what they’re doing and they’re probably going to charge you extra for the privilege.

Here is an example of the type of answers you SHOULD receive. Which are, of course, the answers that GrassGreener Group provides.

How long have you been using this software/tool/behavioural assessment?

We’ve been using i-intro® for around ten years. We created it as a means to improve the effectiveness of our recruitment campaigns.

How, precisely, do you implement it?

We use it to assess the candidates and allow them to be more involved in the process. We then present you with the comprehensive results, online, so you can access it easily and compare the candidates directly.

What measurable improvement does it provide and do you have data to back it up?

It weeds out unsuitable candidates and those who aren’t serious about their application, reducing the amount of time spent on interviews. Critically, it greatly increases the retention rate of your new hires. 96% of the candidates we place are still in their role after 12 months.

Why will my campaign be more successful WITH this tech than WITHOUT it?

It will ensure you receive committed candidates that have the skills, experience AND are a good cultural fit. This is essential for hiring people that will excel in the role and will be happy in their new workplace. i-intro® is so effective that we’re able to offer a free replacement guarantee of up to 12 months.


Recruitment technology is advancing quickly and you can expect to see more and more recruiters showcasing their latest and greatest, and insisting that their tools are superior.

It’s an exciting time for recruiters – no question about it – but don’t let their enthusiasm blind you to what’s really important.

Ask the awkward questions and don’t settle for anything less than logical, coherent answers.


For a no-obligation discussion about how we can help you save time and money on your next recruitment campaign, click here.