Recruiting has a way of changing with each passing year. What works today may not work tomorrow. And what works tomorrow probably won’t generate results in a decade.
As a recruiter, you must be willing to change with the times. If you aren’t, it won’t be long before you are passed up by the competition and left wondering what happened to your once promising career.
Depending on your age, you may have experienced and worked through a variety of changes in the world of employee recruitment. Even if you are too young to know how things were done in the 1990’s, it doesn’t mean you can’t learn from the past.
Here’s How Things have Changed
If you believe that recruiting in 2015 is the same as it was in 1995, you need to reassess. The industry has evolved in many ways, with five of the biggest changes detailed below:
1. More Competition for Top Talent
With approximately 30 million companies in the United States, varying in size and industry, there is competition everywhere.
From a recruiting standpoint, you must be ready to prove that your employer or client is the cream of the crop. If you aren’t (or if you can’t), it’s only natural to lose top talent to other companies in the same field.
This isn’t to say there was no competition 20 years ago, but things have definitely heated up as of late. There are several reasons for this, including more people with college degrees and a job market that is still trying to regain its footing.
2. More than Local
Do you remember the days when recruiting typically meant a focus on local talent? Those days are long gone, as job seekers in today’s world are often willing to move in order to land their dream job.
As a recruiter, it is essential to expand your search. It may be ideal to find local talent, especially for lower level positions where pay and benefits won’t attract somebody to relocate. But for some positions, such as those at the top of a company, expanding past your local area is a must.
This was possible 20 years ago, but it wasn’t nearly as simple. The internet was in its infancy. For exampled, LinkedIn wasn’t founded until December 2002. This meant recruiters had to put more time into finding and interviewing distant candidates. Not to mention the fact that this cost a lot more money.
3. Technology for All Aspects of Recruiting
Imagine life as a recruiter with no mobile phone or internet. Instead, you were expected to use a landline, fax machines, and snail mail to communicate with candidates. Now, compare this to the technology that you have at your disposal today.
Technology, like a recruiting management system is available for all aspects of recruiting. For example, you can use LinkedIn, among other sites, to find and connect with candidates. Along with this, you can use email to contact applicants, gather more information, and setup the next steps in the process.
Going one step further, technology, such as video interviewing, is growing in popularity. This helps recruiters save both time and money, as they can communicate with candidates face to face and in real time, all without the need to leave the office.
Technology has changed recruiting for the better, but only if you know how to take advantage of it.
4. The Growth of Mobile
Here is a statistic shared by the Pew Research Center:
“Nearly two-thirds of Americans are now smartphone owners, and for many these devices are a key entry point to the online world.”
In 1995, mobile devices were just coming around. That said, most people didn’t know the first thing about this technology. As a recruiter, if you wanted to connect with a candidate, you would call the person’s home phone. Sounds strange, right?
Mobile technology has changed recruiting in a variety of ways:
- Ability to connect with candidates at any time, even when they are on the go.
- Option to use mobile friendly website and job portals to attract applicants.
If you think the growth of mobile will slow in the near future, you may want to reconsider. TechCrunch notes that there are 2.6 billion smartphone subscriptions globally at the present time. By 2020, however, this number is expected to reach 6.1 billion.
Does that prove that mobile growth will continue? It should, especially within recruiting management system applications.
5. Employees Expect More
There used to be a time when a competitive salary was enough to entice top employees. While this is still a big deal, many workers, especially millennials, expect more.
We recently discussed seven ways to make your company more appealing than the competition. We touched on pay and benefits, but did not stop there. Some of the other things that employees have come to expect include:
- Modern office.
- Perks, such as gym memberships and tuition reimbursement.
- Flexible work schedule.
Twenty years ago, you may have been able to attract top employees by simply paying them more than the competition. This doesn’t always hold true today. Competitive pay definitely gives you a leg up on the competition, but stopping there is not a good idea. To be truly competitive in today’s employment marketplace, companies must go above and beyond. After all, employees are expecting it.
Adapt to the Changes
As a recruiter with a lot on your table, it is easy to get into a routine. This may work well in the short term, but consider this: the industry is always changing.
If you look back at the life of a recruiter in 1995, it is nothing like it is today. In fact, the same can be said if you go back in time five years.
To be a success in any field, you must be wiling to adapt to the changes. Recruiters have gone through a lot of change over the past 20 years, and this should be expected in the future as well.
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