The evolution of recruiting

Much has been said about changes and evolution within the work environment… new jobs that have existed for less than five years, others that will come about in the future, all those that have disappeared with technological advancements, and the human adaptation to these changes and to the digital age itself.

But little has been said of the evolution in Recruiting and by recruiters, who have more and more of a key role in the creation of a company’s ideal working team.  

Without mentioning the time when job offers were advertised in newspapers, and CV’s were received by post, or massive calls were made to potential employees at specific times and places, we can address changes that have taken place since technology became absolutely necessary to our daily work routine.

Not too long ago, recruiters used to post job offers on employment sites, wait a few days to receive CV’s, carry out a screening and begin to contact candidates to set up interviews.  

Obviously, this was a time when recruiting was more receptive, waiting for candidates to apply and selecting the most qualified person for the job opening.  

The big revolution in sourcing candidates has been the launch of Linkedin, quintessential platform and tool in Recruiting environments that truly is a game changer. It is no longer about just being receptive, now there is the possibility of carrying out active searches for the candidate that would best fit a vacancy. This has generated a type of professional “shop window” of the most sought-after candidates on the market, as well as the possibility of contacting them directly with a job opportunity.    

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This change of model, to Recruiting 2.0, has also empowered candidates. Since then, not only have companies had the possibility of deciding whom to contract, but professionals have also discovered the opportunity of deciding which companies they wish to work for and which not. The ease of information accessibility has started to generate competition amongst companies to be desirable places for professional development.

This has given rise to new alliances between Recruiting and Marketing departments, who have started working on “Employer Branding” strategies, in order to place companies within this “shop window” and draw attention of the most desirable candidates. This alliance has generated different actions by companies to actively go beyond the office in search of candidates in university job fairs, specialised meet-ups, hackathons, open houses and different types of events that break with traditional Recruiting processes.  

With the idea of continuing to distinguish ourselves within the market from other companies, we have started talking about and considering “Candidate Experience”. This means designing and implementing “innovative”, “disruptive”, “direct and friendly” recruiting processes that help to attract candidates, as well as give an idea of company culture and the day to day working environment.

All these changes have been accompanied by different technological tools which help to facilitate and ease the process, like ATS, the possibility of carrying out video interviews, the use of different data bases, the development of algorithms which help filter profiles when searches are massive, etc.

Beyond a doubt, all of these changes and easy informational access means good recruiters must be more and more up to date, not only in the use of technological tools, but also in market knowledge to understand movements, benefits, tendencies and how to strengthen potential candidates according to the needs of the company.

We are no longer just interviewing to find out if a candidate fulfils all the requirements of the post. Many times, it is up to us to counsel on development opportunities in different professional sectors from previous experience, to find candidates who are reinventing themselves. This demands flexibility and sensibility of the recruiter to obtain the best match possible.

We could delve deeper into this subject, however I have simply wished to reflect upon the evolution that we are experiencing in our sector and day to day tasks. Sometimes it is easier to think about the vast changes in technological and industrial sectors, but we cannot ignore all the developments that are taking place in social areas as well.  

Despite these changes, and those that will come about, we should never forget that people are the main focus, the empathy between them, the carrying out of one of the most satisfying human processes: finding a job. 

imagen 2 english version (evolution of recruiting)

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