Trends in Recruiting
Keebie Clements, Senior Recruiter

Trends in Recruiting It's January, a time when people and companies alike are making resolutions to "ring out the old and ring in the new". All over the world, vows are being made to think bigger and be better. In the timeless art of recruiting, being the best is what we thrive on. Whether you are a recruiter for a large or a small organization, it is critical to keep up with the latest best practices, approaches and strategies.

As the economy continues to shrink, increased pressure for companies to maximize their resources, time, money and with it, a whole new generation of best practices has emerged. Historically, utilizing job boards to attract candidates seemed to be the best solution as it required little time and produced a good return. Today, all that is changing. With an innate need for highly skilled employees, companies are seeking more robust and cost effective ways to attract top talent.

With the explosion of "big boards" in the late 90’s, came an innovative way to find and recruit for jobs. Job boards such as Monster and CareerBuilder helped to expand candidate pools for recruiters and opened a whole new window of opportunities for candidates. Today however, rising costs, strained resources, and lack of quality candidates are becoming more of a reality. For many recruiters big board usage is declining and social networks are gaining in popularity. With LinkedIn, Twitter, Facebook and more, social networking has increased over the past couple of years and continues to offer free connections to both active and passive candidates.

Many companies are also shifting their focus to direct outreach and passive recruiting initiatives which provide better outcomes with a more cost effective price tag. It is vital for today’s leading companies to proactively market and continuously connect with potential candidates regardless of immediate hiring plans. By building out a proactive pipeline and initiating continuous communication, companies can essentially build their own exclusive talent pools to dip into on demand.

Deep Web search techniques using Boolean logic, X-Ray, flip search and more are also a highly successful and increasingly popular way to identifying passive candidates; however, conducting the search is only the beginning. It is important to note that once a search string is executed, successful deep web searches require time and effort to dig further through results to find the relevant information.

Few things are certain; in good economic times trimming operational costs is an ongoing goal. In tough economic times, it is a necessity. In both good and bad economic landscapes, recruiting occurs and it is critical to keep up with the latest best practices to get the best candidate return for your time investment.

Issue 49| January 2012
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