When you observe the companies recruiting people from the external market, you can see, they use the same techniques for many years without any recruitment process innovation introduced during last years.
The companies spend a lot of money in the effort to recruit new employees and they use the same channels all the time. The recruitment innovations are not that common on the market and the evolving approaches can die quickly.
The recruitment innovation has to be based on the proper recruitment process measurement, mainly on the recruitment channels and their efficiency. The recruiters are not focused on analyzing the performance of the recruitment channels and for monitoring the trends.
The recruiters are told to use the web recruitment as the best recruitment source and recruitment channel and they do not focus on further analysis of the recruitment channels. They do not monitor the changes in the behavior of the job candidates and they do not monitor the trends on the job market. As they are told to use the channels, they use, they have no tendency to innovate the recruitment process.
The recruitment process innovations are important as they can save a lot of money. The job candidates use the Internet differently and the companies have to follow them in the use of the recruitment process.
The current fashion trend is called Web 2.0 and the companies have a lot potential to find out on the sites, where publish their resumes to connect with friends and colleagues. But the sites can be used for the recruitment as well as many information are publicly available and the people post them on their own.
The recruitment innovations are about being smart and not following the other companies, but it is about building your own innovative way of the recruitment.
3 Comments
The notion of process innovation within recruitment is exciting. I think that the way to begin to innovate within this sphere is to listen to employers, and hear what they are asking for, which is evidence of experience. Many employees must use a project, piece of research, or other artifact to confirm their expertise, in order to win a job. It’s important to determine when to submit that artifact (ie, your evidence of expertise). For me, the system that provides the best evidence of talent, with the greatest ease of search, will define the best solution for recruiters. I think this is an important aspect of the economy, given the need for talented individuals to drive organizations. If the economy depends on talent to run competitively, the means by which it acquires talent are of prime importance.
Interesting article, thanks.
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