Since the early 2000s, these online recruiting enterprises grew from small scattered networks into the billion dollars organized online recruiting systems that we know today. Clusters of specialized systems and online recruitment firms also started cropping up and evolved into the recruitment landscape we see today.
With the rise of social networks like LinkedIn that allow you to link with the personal and professional acquaintances of your system, the digital era has made job hunting comfortable and convenient today. Recruiters soon realized that making a living in the recruitment field meant bringing together people or parties that had common interests of working together.
Between the years 2005 - 2014 the game of recruitment just changed with professional networking platforms expanded its reach like never before, coupled with other social platforms like Facebook recruitment became a very different ball game for recruiters who called for mindset and Skill development.
As we have seen, recruitment has gone from the historical or conventional model that relied on word of mouth, local hires as well as need-based hiring to the contemporary method of hiring which involves a limited amount of social media and outbound advertisement.
We are currently in the middle of a massive transition to yet another newer integrated model of recruitment. The whole recruitment system is presently disjointed because social media and personal connections are not being used to their full potential.
Recruiters are slowly starting to realize that to succeed in the competitive digital market; we will need the same age-old networking and relationship building techniques that were used in conventional recruitment and used them in tandem with contemporary practices. The modern model of recruitment not optimised as it uses insufficient integrative and intuitive technologies and hiring practices. Everything is segmented, and clockwork-like processes used. Whereas, now people expect to throw money at social media platforms and in-turn expects to receive an instant return on interest.
The recruiters of today have become complacent in the ease with which they can tap into social networks to hunt for a strong candidate with the requisite set of skills.
Internet resources are quickly and unpredictably expanding to different countries and continents. Businesses are starting to realize how easy it is to hunt for someone on LinkedIn by themselves and trying to save themselves the cost of hiring an agency or consultant. In this climate, the only way recruiters can stay relevant is by supplying the best candidates to clients and bringing along recruitment expertise that only they possess as experts in the recruitment field.
Ironically, the only way recruiters can achieve this exclusivity is by going back to the basics that spawned our profession in the first place - the natural ability to connect with human beings. Although recruiters must be exceptionally technologically savvy, at the same time, they must also be exceptionally good at finding out what both parties want, advocating on their behalf to the other party and ensuring that the outcome and transition to working together are smooth and constructive. Recruitment is both an art and a science today.
“Societal norms are broken
at personal levels today
& in every sphere of professional life!”
This is especially true in India. Earlier, in traditional Indian families, it was unheard of for a wife even to work, let alone decide where a family lives or relocates on account of her professional progress. Often, if the wife also worked and if the husband transferred to another city, wife used to leave her job for the husband.
Today, the tables are slowly turning. Some couples, where the wife is the primary breadwinner or the better-paid partner, are starting to relocate and live their lifestyle to support the wife's career. Old ideas of how to live and work are quickly becoming redundant now - just like stagnant recruitment practices. The workforce is changing its lifestyle, as we will see in the coming Chapters - but also their expectations of an ideal workplace are changing as well.
We as recruiters must leverage this changing landscape - for the recruiters of tomorrow, understanding the emerging view of future recruitment won’t just be a choice; it will be a requirement for survival. If she/he is to survive tomorrow's volatile recruitment market, the recruiter will have to have an intimate understanding of the workplaces of the future, the employment outlook of the future, the workers of the future as well as a keen insight into the recruiters of the future as well.
. This integrative model would use all available channels, digital, and personal, conventional including HR departments, social networks such as LinkedIn, Facebook, in-person events, and drives and most importantly, own recruiter intuition and wisdom to forge strong bonds with the people they meet to expand their recruiting reach.
“Go talk to your boss,
talk to your colleagues share these ideas
at every chance you get!”
Social Recruiters would also have to understand the future candidates called Generation Y, the Millennial born between 1990’s and 2000’s; most would have entered workplace by 2020 having a smartphone and other technology access. With this understanding, social recruiters have to be ready for a candidate who would be very high on technology, and if they are not prepared, they cannot survive.
With too much of data clutter, it would not be easy to access and capture relevant data in a structured way to find behaviour pattern and habits of a candidate.
One thing is clear that age of Data and Data Analytics has come and most of the companies have started using it for insights on hiring. Data Analytics can capture ideas through human behaviour to a significant level where they can predict fitment and future performance.
Cloud-based platforms combining various elements like ATS and Social Media tools, a Post recruitment Analysis software would give a more accurate understanding of Return on Investment (ROI) for each recruitment that happens.
Recruitment pundits doubt the future impact of technology on Recruitment Companies and recruiters’. But most of the times they have been brilliant in anticipating future and adopted change faster than one can imagine.