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.”
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