It is fascinating to see how technology and media influence a process that is all about people; the recruitment process. You have people (recruiters) who try to match people (candidates) with people (hiring managers) who are part of groups of people (organizations).
Recently, Emerce organized the event eRecruitment , a conference about new ways to find the right candidates via the online channel. I will list the most important recruitment trends below.
Job boards vs. vertical search engines
In the area of job boards, there is not much exciting happening. You see that companies that invest in job boards increasingly do this via multiposting on many different channels at the same time. There is still growth to be seen in the number of (niche) job boards and there are more and more job boards with a freemium model.
Where you really see change is the development in the field of vertical search engines for vacancies; also called 'the rise of aggregators'. Indeed (the largest vertical search engine in the world) was recently acquired for over 1 billion dollars, which shows that the giants in online recruitment are no longer parties like Monster, but the vertical search engines (and of course LinkedIn).
indeed 2
Revenue LinkedIn vs Facebook
Facebook has also taken a first step towards monetizing recruitment with its ' Social Jobs partnership ', but so far that seems to have little effect. An interesting statistic is that LinkedIn's revenue (with recruitment as by far the largest source of revenue) is $1.30 per user per hour, versus $0.062 for Facebook.
LinkedIn: text mining
One of the most 'nerdy' sessions was given by a data scientist, who thought about how to use LinkedIn even better to recruit people. Many recruiters have a hard time scrolling through 400 profiles and he thought that you can quickly find relevant resumes with text mining.
(in good CVs that the greece mobile phone number list recruiter already has) that are relatively often close to each other in the CV. This information measure is called point wise mutual information . He then uses the words found to do a public search in Linkedin and voilà; comparable profiles come up. Furthermore, by mapping the network of employer and suitable candidates, he can discover what the shortest path is between employer and candidate, which allows you to discover via which route you can reach that candidate via your own employees.
The audience's reactions indicated that this 'nerd' needs to build some simple to use tools quickly.
How Recruiters Should Use Social Media
Recruiters generally underestimate the value of social media for recruitment. I was allowed to speak about this during the event. While recruiters often do not get further than drinking tea virtually with other recruiters, they could also use social media in the following way:
Find. By filtering information, using suggestions from social networks, delving into the channels used by your target group, setting alerts and searching smartly, you can find a huge number of candidates.
Connect . By finding the common denominator and playing on that, you can (literally) connect with someone.
Listen . By filtering, investing time, making lists, checking overview emails and setting alerts you can really delve deeper into your target group.
Respond and ask questions. Based on all the information you get when you listen, you can respond and ask questions in a targeted manner. Find the dividing line between making people feel important in a healthy way (after all, they are important to you) and cheating them.
Share. Now that you know what triggers and interests people, you can share in a targeted manner. Sharing is caring. Combine content with entertainment.