1. The Emergence of Corporate Talent Networks.
As social media forums such as LinkedIn, Twitter, Facebook and other brand-boosting channels have gained primacy, companies have moved from the “candidate relationship management” model to a format that involves the construction of a “talent network” from which prospective employees will be recruited. This talent network is not just a realm for job postings, but is also an arena to attract people, including fans, alumni, employees, and candidates. There are several vendors that enable employers to build their talent networks, including Smashfly, BraveNewTalent, and Avature.
2. Social Sourcing.
These days, sourcing prospective candidates through the internet has become a critical factor for success. The whole enterprise seemed to gain momentum with LinkedIn, the organization that sells its LinkedIn Recruiter product to Human Resources organizations. After the emergence and success of LinkedIn, the social media channel retained strength yet became somewhat commonplace, causing many recruiting agencies to look elsewhere. Now, there are a plethora of great tools that companies can utilize to identify and recruit great talent. Some interesting tools include TalentBin, RemarkableHire, Gild, and Entelo.
3. Recruiters as Sourcers, not Hiring Managers.
With the rise of globalization and the search for qualified candidates who possess specialized skills, recruiters will play an increasingly important role in helping companies find the perfect employees. These days, however, the depth and scope of their role is changing. In the past, recruiters were often responsible for both finding great candidates and putting them through a rigorous interview process designed to determine their aptitude for the specific position. Now, however, emphasis is being placed on limiting the recruiter’s responsibility to sourcing the right candidate and then allowing the company’s hiring manager to make the assessments necessary to determine job aptitude.
4. Advancement of Assessments.
As many psychology and career experts know, the science of human assessment is dynamic and perpetually evolving. And while long-standing personality and skills assessments measures such as Myers-Briggs has been around for quite some time, technological advancements such as the cloud have given birth to cutting edge, contemporary assessment tools. Some of the new tools include Evolv, PeopleAnswers, Checkster (checks background), and Smarterer (offers customized skills testing). These software tools help collect employee performance data so that real-time feedback can be attained.
Conclusion
As made plain by the information listed above, the world of recruitment services is advancing in step with the growth of the technological sector. In examining the evolution of recruitment services as outlined above, you can make informed decisions regarding which services to attain for your company.