It's 2012: Are You A Dinosaur Jobseeker?

By Tony Restell

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You're going to want to consider the following infographic very carefully, because I believe the message it conveys is not the lightening bolt that ought to be being sent out to candidates.
 

It's 2012 - and on face value this infographic suggests the main thing a candidate needs to understand is the evolution there's been in the method used to apply for jobs.


Really?


I can't agree with this - and if you're looking to change careers, neither should you. The fundamental shift in the recruiting landscape has been the way social media has empowered recruiters to approach candidates directly (tweet this!). Take a look at the infographic and then I'll expand on this - and most importantly what it means for you.
 

Source: youtern.com via The Strategic on Pinterest


 

 

 

 

The recruiting landscape has changed so dramatically that anyone still trying to do things the old way will soon be extinct. And the big change? Candidate data is now out in the open.


Go back a few years and there was a huge divide. Most organisations (notably employers) had no access to huge databases of candidates. If they wanted to make hires, they either had to initiate campaigns to attract candidates to apply (be that via job advertising, careers fairs, meet & greet evenings, etc.) or they had to engage companies (notably recruitment agencies) who had huge databases of candidates who could be directly approached.


Recruitment agencies made the direct approaches to candidates; employers initiated campaigns and then sat back waiting to receive the response.

 

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Fast forward to 2012. The combination of CV databases and social media have given employers parity in having the information needed to approach candidates directly (tweet this!). Many of the world's most prestigious employers have been busily setting up internal headhunting teams to do just this. Researching and contacting potential hires on sites like LinkedIn and Social-Hire, they are no longer constrained from making direct approaches to candidates - in a way that was previously only open to recruitment agencies.


I would counsel any candidate looking to further their career that it is understanding this dynamic that is absolutely key to their further career progression. Yes video interviewing is a landmark in recruiting. Yes online having replaced print media is a major change. But the most fundamental change we have seen is that any organisation can now research and approach you for a job, irrespective of your job-hunting intentions - and with no regard to whether you've yet taken the time to perfect your online persona.


I've written about these changes at great length, so I refer you on to reading:

Getting Hired: The Simple But Overlooked Steps Every Candidate Must Take In The Networked Economy
How To Tweet Your Way To A New Job
Social Media - The Ticking Time Bomb For Your Career

... and for more insights see my full list of blog posts on my profile page.


One last thing: it is often misunderstood that those championing the importance of this change also believe in the demise of recruitment agencies. For the record, I am not in that camp. Employers will continue to draw extensively on recruitment agencies as a source of hires. But they will do so for the resources they can provide - and for their expertise in researching and engaging potential hires, rather than simply for access to their rolodex of contacts. 


Finally

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