The Changing Face of Recruitment

The increasing globalisation of the marketplace combined with an ever increasing shortage of skilled staff and advances in technology have resulted in large scale changes to recruitment practices throughout the world. Some of the important changes that recruiters must keep in mind are:

1. Social Recruiting Tools and Platforms
Organizations are in a very different place today as compared to where they were 10 or 15 years ago. They are learning to use modern technological advances to do more with fewer resources. Technology is becoming a source of competitive edge in the market.
Today organizations that are still recruiting with manual processes such as paper applications and resumes, in-person skill testing, and single job board posts don’t have the same access to candidates that their competition does, and they never even see most of the quality candidates who are apply online and connecting to recruiters with social media. Adopting social recruiting tools such as LinkedIn Recruiter, Twitter, and social media platforms such as a Facebook business page, enables companies to get in front of the candidates and create engagement and generate interest in their company.
If organizations are not able to get up to speed with electronic and social recruiting tools, recruitment outsourcing can give them access to social media without the big investment in technology and learning represented by purchasing and learning to use an applicant tracking system or setting up and running business Facebook, YouTube, and Twitter accounts.
2. Changes in Legislation
This was the next area of greatest change and it has had major implications for HR and for the recruitment industry in all stages of the sourcing and selection process. This could be seen in the type of Job Titles that were acceptable, the preparation of Job Descriptions and Person Specifications based on competencies required of applicants, the drafting of job advertisements, the CV short listing process, the drafting of interview questions, the documentation of interviews, the retention of interview records, and the reasons given to a candidate who has been not been shortlisted or who has not been offered a job they have applied for.
The bottom line is that recruiters and HR professionals must not only be fair but must be seen to be fair.
3. Mobile Recruiting
More and more candidates are using mobile technology such as smart phones and tablets, and want to search for and apply for jobs when away from their computers. To be effective and competitive, make your recruitment process mobile-friendly.

  • Optimize your company’s employment page for mobile viewing.
  • Send job alerts to candidates’ smart phones with text campaigns or alerts.
  • Use mobile recruitment to develop unique recruiting campaigns that deliver job opportunities, new, and other information such as open house and job fair announcements.

Having the right employees in the right positions at the right time is essential to profitable business operations. Taking the time to make a few important changes in your recruitment process will produce measurable results you need from recruiting and hiring.

What changes have you observed over the years in the recruitment process? Comment below and let us know.

 

 

 

Sources:

http://resources.rpoassociation.org/blog/bid/310823/3-Important-Changes-to-Make-in-Your-Recruitment-Process

http://collinsmcnicholas.wordpress.com/2010/10/08/changes-in-the-recruitment-since-1990-and-emerging-trends/

http://www.demos.co.uk/files/Recruitment%202020%20-%20web.pdf?1240939425

http://www.citehr.com/86891-current-trends-recruitment-best-practice.html