The Changing Face of Recruitment

By Frazer John Recruitment

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As the economy begins to recover, the recruitment industry is becoming busier than ever. Luckily, developments in technology have worked to the advantage of the industry in ensuring that recruiters are strongly positioned to get as many people into work as possible.

In the not so distant past, finding and applying for jobs was a very different prospect. Without websites, people looked in local newspapers and without social media, job-hunters were dependent upon less than reliable word of mouth. So what has changed? And how has it improved the world of recruitment?

On the move

Research shows that more and more of us are using a hand-held device to seek our next job and as such, recruiters are working hard to make websites mobile friendly. With Wi-Fi readily available in so many locations and today's smartphones able to easily access the internet, it seems that a high percentage of searches made on mobile devices are those related to prospective employment.

What did you say?

One of the major changes seen in recruitment as a result of technological advances is in the very language used to target candidates, interview candidates and eventually place candidates in the best role for their requirements and talents. Moreover, where it was once a given that a job interview would be a face-to-face affair in an office environment, a need for both fluidity and rapidity in the job market has seen this element of recruitment evolve to embrace a range of new, technology-driven approaches. For example, it is now not unusual for an initial interview to be conducted online using software such as Skype. This can be a pre-qualification step to the advantage of all parties.

An online presence

Search engines are big business, but there is little more frustrating than researching a company or service and finding that they do not have a substantive online presence. For job seekers, sourcing a company’s website is one of the best ways in which they can investigate an organisation’s ethos and decide whether they would be a good fit. Equally, employers who are serious about attracting the best candidates would be well advised to ensure that their online presence is a true reflection of their organisational aims and culture. Of course there is another, extremely important, side to this: potential future employers can learn a great deal about applicants from their personal online presence. As a result, candidates are advised to think very carefully about what their internet personality really says about them.

Altogether now

The rise of social media has been swift and extensive. From Twitter to LinkedIn to Facebook, there is a platform to suit almost every aspect of both work and leisure. Aside from social media’s ability to locate and target particular candidates, social media is also a valuable platform upon which recruiters can advertise some of their most desirable vacancies. After all, creating a buzz is considered something of a must in the ever changing job market.

 

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