Over the past decade, the way in which companies recruit has changed drastically. The rise in competition and development of technologies and subsequently e-recruitment has changed the industry drastically. The days of expensive recruitment fees are a thing of the past and the development in technology has seen a significant decrease in time spent on recruitment administration whilst complimented with optimised quality and efficiency. Ten years ago, recruitment was quite a narrow-minded process – advertisement was mainly done through the press, or one of the few job boards. Today, the range of online job boards is huge, many being specialised, but their demise is also in question as scope of online recruitment branches out in so many avenues.
The problem was and still remains that companies simply do not have the resources to exploit the true benefits offered by e recruitment.
Here at networx Recruitment, it has been our aim to be at the forefront of innovation and technological advancement, whilst keeping the whole recruitment process as cost-effective as possible. This year sees the mark of networx tenth birthday, and for the past decade we have been developing our range of e-recruitment solutions. We pride ourselves on being an alternative to traditional agencies by offering a flexible recruitment solution that combines the vast array of online advertising opportunities, CV database searching and talent pool searches with an award winning response management service. All of which can be tailored to suit the nature of our client’s company.
Online sourcing is no longer just about what job boards you advertise on but how you utilise paid advertising on search engines, search and engage with your audience through social media platform and how you optimise your vacancy to increase levels of exposure too.
But it is worthy a mention that far too many recruiters have looked to engage with social media without a strategy in place – compromising the level of service they can deliver to their clients and providing potential clients with a direct route to the database of candidates they once ‘owned’ and sold!
Taking the time to get our strategy right means that the service we deliver to both candidates and clients alike is maintained to the highest possible standard.
They are two very unique audiences that need to be maintained and dealt with separately.
The rise in use of social media and mobile technology will no doubt continue over the next decade. The use of on-line job boards is decreasing, as a result of the use of social media. The end of 2010 saw 600 million users on Facebook (Royal Pingdom, 2011), which is why we’ve developed a new Facebook application which allows jobseekers to search through our advertised jobs and we are already on version 2 which should be launched in the next couple of weeks. Effective use of LinkedIn and Twitter are now expected.
Recognised as leaders within our field, our approach to recruitment has changed significantly over the past 10 years. We explore and trial the very latest trends and opportunities to provide our clients with the most up to date solutions and increasing our ability to recruit across all levels and disciplines.
With such significant changes already - Can anyone forecast exactly how recruitment will have changed in another 10 years time?
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