The World Of Recruitment Has Changed

The world of recruitment has changed significantly over the past few years with the advent of job posting sites. Some people don't really understand the difference between a job site and a search engine, but job sites like Indeed essentially post jobs for employers. On Indeed, employers can post jobs for free or pay to have their jobs more prominently displayed.

Search engines, on the other hand, do what search engines always do. That is, search the Internet and compile a list of open positions obtained from job boards and employers' websites.

A new reality now exists in the world of staffing agencies. Employers are unwilling to pay agencies to hire employees who can be hired for free or for a small fee to be promoted through job posting sites. For example, if you are a recruitment agency in London and all you have are candidates who are actively looking for work, your agency is actually setting itself up to fail. If these candidates are actively looking for work, they may also be posted to other agencies and/or job sites.

If you think about it, candidates who decide to look for a new job are more likely to interact directly with employers on social media such as LinkedIn, in addition to being posted on job boards and other agencies. Even if a candidate responds to you through a job site, you will be competing with other candidates, and your chances of success in getting the job will become smaller and smaller.

On the other hand, if you have a uniquely good candidate, you're almost done giving that candidate a spot. Candidates actually fill only one of five positions. Many of them are not looking for a new job at all. In fact, according to some numbers, 75% of LinkedIn users are not looking for a job.

The next stage is for candidates who are thinking about taking on a new job. In that case, the person will reach a stage where he has decided to look for a new job but has not done anything yet. The next stage is that users will start actively searching and adding more channels to their search, so this is the perfect time to get users looking for your posts. This candidate is the least likely candidate you would place because they are currently using multiple channels, applying on job sites, contacting employers directly, and are also on other recruitment agencies' lists. I am a person. Yes, he has the necessary skills, but employers do not pay these candidates. For recruiters, the ideal candidate is someone who has decided to look for a new job but hasn't started yet, so the whole approach needs to change. Like it or not, the entire staffing industry is changing, and our job is no longer just selling to employers but also selling to candidates. Smart recruiters can engage with these candidates before they reach the decision stage, know when they are at that stage, and reach out to them before they actually start applying.

This means taking the time and effort to get to know and connect with people on social media and other channels. All you have to do is build a treasure trove of talent that you can draw on at the right time.

This can be addressed not only when the candidate has decided to take action, but also when they have not yet decided or are not thinking about changing jobs. If you know the person's skills, likes, and dislikes, and the employer offers you a position that is perfect for you, you may be able to get a job with someone else, rather than just someone who can't get it. I don't know. I never thought about who could do that.

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