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Recruiting in the Digital Age
Posted By Neil Stephens On February 12, 2013 @ 3:05 pm In SEM | No Comments
The digital revolution has radicalised many different industries, and recruitment is no different. Back in the day, being approached by a recruiter was always referred to as ‘headhunted’ and was almost a badge of honour. But now, being headhunted now seems to lean very heavily on LinkedIn. However, this ‘digital’ recruitment environment is muddying the waters for all involved. Many candidates are becoming rather jaded with LinkedIn and the ease with which commission hungry recruiters can contact you. Meanwhile, many companies fail to see the value in utilising a recruitment company when a DIY online service like LinkedIn
is also available to them.
The advent of the internet and the stranglehold of the job boards has definitely changed candidate sourcing, but has it made it better?
For the candidate, arguably yes (unsolicited LinkedIn approaches notwithstanding); the sheer availability of information and access to job specifications through job boards, agencies and corporate sites has made this a candidate’s market. The current recessionary climate in part negates this, but the best candidates tend to be employed anyway, so they can sit back to an extent and allow themselves to be courted by all and sundry. For the recruiter the answer is yes and no. Yes, candidates are more visible, but this visibility extends to everyone – agencies and clients alike.
Visibility is now a tough challenge for recruiters. As Google makes it harder and harder to be invited to the party without paying on a per click basis, the job boards, as with the aggregators in the financial market, have a vice-like grip on the coveted top spots for many of the key traffic-bearing terms. This is a source of frustration for the smaller recruiter who, while arguably more agile in a number of aspects of their business than the global behemoths, can simply be muscled out through budget and manpower.
So how does a recruiter compete in this market without defaulting to the job boards? Here are 5 rules that should be satisfied for your digital recruitment company to bear more employable fruit and get you through your guarantee period.
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 Mobile Advertising – Click-to-Call and AdWords Call Metrics: http://www.thesearchagents.com/2011/01/mobile-advertising-click-to-call-and-adwords-call-metrics/
 Google, Can You Hear Me Now?: http://www.thesearchagents.com/2009/07/google-can-you-hear-me-now/
 iPad, Google Making SEM Headlines: http://www.thesearchagents.com/2010/04/ipad-google-making-sem-headlines/
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