Technology
is changing recruitment – we have seen that in the decrease in
newspaper ads and massive growth in online job boards. I think the next
five years are going
to see just as many changes with a decline in generic job boards such as
Seek and an increase in social media portals to recruit. As the Gen-Y’s
enter leadership roles and take up HR or recruitment Manager roles,
they will be far more tech savvy than any of
their previous counterparts, and will find being inundated by irrelevant
resumes a complete waste of time, and will prefer to target their ideal
candidate head on (or probably more appropriate, tech-on!)
The
most recent shift we have seen is the popularity of e-recruitment
systems as well as the use of Linked In to find candidates. From
whizz
bang systems for those with massive budgets, where you can push out a
report with graphs and tables to impress senior management, right
through to the lower cost systems to filter and file your candidates to
make shortlisting a breeze. We are even seeing
Seek scurry in attempts to morph themselves from a job board into having
an e-recruitment offering (however the manner in which they are doing
it leaves little to be desired, but I digress…)*
The underlying point is however, what is your organisation doing to keep up with the changing face of recruitment and the move to technology? Are you getting left behind? Are you doing things the way you have always done things? Are you going to get hit by the demands made by media that you pay to utilise?
Talent
Propeller is banking on a few key changes to the way businesses across
NZ and Australia recruit so are creating technology and services
to enable our clients to be at the forefront of the changing recruitment
age. With technology moving fast, and recruitment technology even
faster, anyone who doesn’t educate themselves on the services and tools
available to them to attract and manage the best
talent are seriously disadvantaging themselves and probably wasting a
lot of their time.
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