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How Recruiting Has Evolved Over the Past 10 Years
Recruiting has seen some drastic shifts over the past decade. A digital revolution has swept away traditional outbound job-hunting methods (when’s the last time you saw someone apply for a job via snail mail?) and opened the door to new possibilities for talent recruitment.
So why, then, did a recent survey of over 42,300 employers conducted by ManpowerGroup find that forty percent of employers have difficulty filling jobs? They note that this is the highest proportion of employers reporting difficulty since 2007—nearly ten years ago. Shouldn’t advancements in digital recruiting technology simplify the process?
The Distribution Revolution
What the above research means is that, despite the wealth of new communication methods and outreach channels available to both employees and employers hoping to find the right match, recruiters are struggling to adapt to new strategies of talent recruitment. Of course, the qualities prized by recruiters haven’t changed over the past few years—only the way jobs are sourced and distributed.
Digital Job Boards
Ten years ago, candidates relied primarily on broad reach methods to search for jobs; these days, they can use the wealth of digital tools at their disposal to review more positions than ever before. Digital job boards like Monster, Indeed, and LinkedIn have populated the web. These boards help candidates connect with businesses based on criteria unique to them and their own personal histories. Moving forward, recruiters must leverage these job boards in their niches to expand the visibility of each position and give candidates the information they need to know.
The Social Push
Of course, the social media push has also affected recruitment over the past decade. Back in 2007, social sites such as Facebook and LinkedIn were still in their infancy. These days, they’re less about socializing with friends and more about comprehensive communication.
Users go on social to speak with others, receive news updates, discuss politics, and yes, search for jobs. Savvy recruiters that maintain robust social media presences will have the benefit of reaching these socially-connected users, particularly as the tech-enabled post-Millennial generation begins to enter the workforce.
Personal Networking
An interesting side effect of this decade’s digital push is the increased priority given to personal networking. It’s true that online options let candidates and recruiters connect with limitless options, but today’s job market is already experiencing digital fatigue—online connections come cheap and don’t carry the weight of personal referrals. A recent survey conducted by SilkRoad found that while search engine recruiting produced the most interviews, in-person referrals actually produced the most hires. Networking has always been a critical part of job hunting—and never more so than in the digital age.
Candidates Want Personalized Experiences
Overall, the past ten years have produced several noteworthy shifts in traditional recruitment paradigms:
- Control is moved away from recruiters and into the hands of job-seekers
- The availability of job sourcing options and customizable searches produce a candidate desire for personalized job hunting experiences
- In-person referrals and networking are playing a more significant role than ever before
Combine these trends with the rise of sites like GlassDoor that provide much-needed visibility into working conditions, and it becomes clear that candidates hold the power in 2017. This is where Urgenci comes in—personalized consultations for connecting with top industry talent will become powerful drivers of competitive advantage as time goes on. Recruiters have to work harder than ever to compete for top talent, and with so many options available to candidates these days, businesses can’t afford to fall behind.
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