We interviewed numerous industry leaders to gather information for our presentation – “The Changing Role of the Recruiter.” I thought I would share some of their insight/comments that were not covered during the webinar (due to time)!
As always, we appreciate your comments, thoughts, opinions, perspectives! (email David Szary).
- “50% of “outside” recruiters and 60% of “inside” recruiters will leave the industry during this economic downturn.”
- “Everyone is focused on the 8% not employed versus the 92% that are employed!”
- “Given the economic situation, the ‘perception’ is that it will be simple to ‘put the right person in the right chair.’”
- “With requisition loads down, recruiters will be asked to do “more with less” while the # of applicants per position will increase dramatically.”
- “We are connected more than ever but isolated (work remote/home) with less human interaction (more email, txt, etc.).”
- “If 50-70% of positions are filled through referrals/networking (and 70% of job seekers claim they find employment through networking), how dominant can social networking sites be as recruitment tools?”
- “We feel guilty when we actually find and hire a great candidate from a job posting! It is not in vogue!”
- “The ‘Public at Large’ contain more information (uncontrolled – blogs, social network sites, internet) about your firm than your organization does.”
- “Companies are thinking twice about ‘outsourcing’ recruiting!”
- “Technology has enabled us to find/connect with people easier but doesn’t enable us to hire them any easier!”
- “No ‘silver bullet’ in/to sourcing. Recruiting is like an 8-cylinder engine – firing on 4 or 5 just won’t cut it!”
- “Don’t forget your ATS as a sourcing tool!”
- “You don’t win the Super Bowl with ‘trick plays’ – sourcing ‘basics’ fill 80-90% of positions, Web 1.0 to fill 5-10%, Web 2.0 to fill 5-10% today.
- “Unbundling of sourcing/recruitment services (name generation, candidate development) continues.”
- “Most organizations are still building sourcing teams by “what is left in the budget” and/or ‘let’s crawl before we walk.’”
- “Corporate recruiters are learning to become more like Project Managers.”
- “Further specialization among recruiters.”
- “Deeper sourcing strategy alignment between departments, sharing and creating economies of scale.”
- “Next-generation CRM solutions with true ‘Contact Management’ features seamless integration with ATS and HRIS.”
- “Building corporate ‘career portals’ directing candidates into ‘best fit roles’ instead of open requisitions.”
- “One-on-one ‘niche based’ targeted marketing, viral marketing.”
Know what makes a great blog? Comments from readers. We really want to hear what you have to say. Your thoughts, ideas, comments. Agree? Disagree? Let us know. Other readers will appreciate your input and it will position you as a thought leader.
Hi, David. I attended your webinar and find it hard to believe that recruiters will become talent management business partners. There are very few good HR people that are also good recruiters. The skill sets, knowledge and time demands are just so different.
This is a great time for recruiters, both internal and external – reason – it will clean out the industry of those who are the “spaghetti-throwers” – you know – those who throw a plate of spaghetti at the wall hoping that something will stick! Increased competence and ethics will allow talented recruiters to continue to prosper.
In my current role as a corporate recruiting manager (after spending 15 successful years as an independent search executive – yes I left – got bored and burned out on the independent stuff), I understand why so many calls of the outside recruiter who inundate my voicemail with that “perfect candidate” when we have no positions posted and there are explicit instructions on our website on our policy, go unreturned. Violating company policy by circumventing the appropriate individual will ensure that the outside firm is never used.
Yes, we do need to remember that 90-92% of the population is employed. Those who expand their knowledge base and skills will continue to have opportunities.
This is just 1 recruiter’s humble opinion
Bonita,
Recruiters are the best source for the talent manager partner and opportunities to expand into other areas of HR become more critical than any other time.
I have been recruiting for 18 years and last year obtained my SPHR – I have much to offer and anyone who is motivated can succeed
[...] year we hosted a webinar on the “Changing Role of the Recruiter”. We posted some of the highlights of the discussion on our [...]