Humanly.io’s Head of Marketing gives insights on data & technology, time savings and why candidates are the key to a successful brand awareness.
Bennet Sung, Humanly.io’s Head of Marketing, sits down with HR Latte to dive into the future of recruiting.
Rayanne: I am privileged to introduce Bennett Sung, who is the Head of Marketing at Humanly.io. Hey Bennett, thanks for joining me.
Bennett: Thank you so much, Rayanne. I’m really excited to discuss the future of recruiting. There’s so much to talk about.
R: I know. I mean, I don’t know how you’re going to pick one little thing to talk about here, but let’s talk a little bit about you first. Tell me a little bit about yourself and then fill us in on what you’re doing over there at Humanly.io.
B: I am up here in Seattle, but sometimes you could find me in San Francisco. You’ll see some vibrant hair color to my form of expressing my creativity and point of view. I love marketing and the real close alignment to this Human Resources technology space. As a Head of Marketing at Humanly.io, I’m in charge of a lot of different things. I’ve been working a lot on the messaging and the brand identity, and now working on a variety of ways of how to build awareness of the organization and our mission.
R: Now that Humanly has imprinted on your heart, you know, it’s become this organic joyful moment for you. What do you think the future of recruiting looks like, knowing what you know now?
B: That’s such a great question. It’s very common to go to what are the new technology choices that are available to make recruiting easier, faster and smarter. But I want to take a step back and look at the ecosystem of the hiring and really give a little bit of insight or point of view from, for candidates, recruiters themselves and the leadership that is overseeing acquisition and HR.
B: Every candidate needs to be talked to because there’s a great opportunity for employers to understand build relationships for your brand and future opportunities. Make candidates feel heard, allowing them to present their best selves and by going deeper than what their resume says. When we start to think about how am I going to really deliver on diversity equity, inclusion, and belonging, it helps you achieve some of those goals.
My point of view about the candidates, let’s continue to embrace these new data technologies. Let’s give candidates this chance to present themselves. And you do that through having a direct one-on-one conversation with them, whether it’s through a chat bot or through yourself as a recruiter.
R: We’re going to have many conversations. The next steps are just so simple, which is what I think is the beauty, of what Humanly.io is doing and achieving at this point is creating simplicity in the process.
B: I think the future of the recruiter is, ‘what gives you more time’? Recruiters are passionate about having more quality conversations, but it’s very hard when they’re spending so much time playing calendar Tetras. The amount of repetitiveness in the hiring process is astronomical. Technology can save time and and give almost 60 hours back for that one role.
We’ve gone through these stages and technology around system of records, system intelligence, and now we are about to enter this new zone, what I’m coining the System of Improvement. And that is: How does technology deliver you insights that enable you to start becoming more prescriptive to measure the changes that you are looking to make?
So many companies are spending a ton of money on DEI training and interview training. But how do they measure how much progress they’re making? And that’s what everybody’s going to be asking, right?
Companies are making public statements around new diversity initiatives, but they will need a tool. This next generation of tools actually allow for measuring, and enable you to understand where you need to make these improvements in your behaviors, whether it is how fast we talk, use of filler words, or bringing up specific topics. So, it’s exciting. The future recruiting is exciting for everybody, the recruiter and the leader.
R: Wow. So much in there. And we’re going to talk more in the future. Bennett, thank you for, for answering my quick question here. It has been such a pleasure to talk to you.
B: Awesome. Thank you so much.
