The evolution of online recruitment from a technology perspective
Rob Brouwer, CEO of Jobrapido
“E-recruitment” means recruiting talent through the internet. This phenomenon spread in the early 90s in the United States, mainly thanks to the growing use of the internet. The first examples of e-recruitment were represented by job boards.
Then, companies and workers tried to take advantage of technological innovations and new channels (from the company website to social networks, to applications for mobile devices).
Technological innovation: That’s where we see the driver for evolution in the recruiting market: Traditional recruitment methods have been gradually replaced by new search methods, with significant results in terms of effectiveness, and savings in terms of time and efforts for both companies and candidates.
The digitalisation of society is making new opportunities possible but, at the same time, it creates new risks for the market and the global economy: Every company, every day, has to make a decision between the options of “quickly adapting” or “slowly dying”. Everything is changing, and new economic paradigms and new scenarios are rising. For example, in the job market, new trends are emerging, such as on-demand work and smart working. These trends require different skills and abilities from both companies and jobseekers, in order to survive in a highly competitive market.
Considering all these changes, a new talent management model is emerging, making the mission of matching resources and talent management - and the recruiting process in general - more flexible, effective, efficient, simple and “always on”. This new model can exist thanks to the introduction of new marketing and employer branding tools.
Human resources directors play a key role in selecting the Qualified Candidates on Demand, (the right people, at the right time, in the right place); they also aim to increase the value, effectiveness and quality of the recruitment process, and to decrease the time and cost typical of recruitment.
How do you support companies in changing their habits and in facilitating the match between job offer and job demand? This possibility becomes easy by taking advantage of many advanced technologies, related geolocation and targeting and developing sophisticated software and new marketing tools, not just fishing in the great competitive arena, but using a behavioral profiled community, then Google and other networks, then social recruiting, to find the right catch. By reaching, targeting and attracting the right candidates, it’s possible to create a measurable hiring funnel, more efficient and effective, where companies do not pay for the clicks they received on their ads, as often happens, but only for applications actually received. In this way, the proactive recruiting process becomes faster, cheaper, transparent, scalable and under control.