Will the Recruitment Industry still be around in 2024?

2014-11-17 18:23

Why would employers continue to pay outside parties and not just find the talent themselves? Times are tough, why not go for a more cost-effective option, right? If only it was as straightforward as that. See the first challenge in the process is exactly that: the finding. Someone needs to source the talent. This is the gap that an effective intermediary, in this case the recruitment agency, must fill. After all, it is the agency as specialist whose core business it is to network and develop databases of candidates. The other challenge as with most things, is time. The right person for the job must be found in the shortest possible time. Again, it favours the specialist with the know-how to attract the desirable interest.

But these are not the only reasons why recruitment agencies will not disappear any time soon. As long as humans run organisations, there will be a need for trust (credibility) that develops from a long term relationship. Agencies generally have better screening processes and combined with knowledge of the specific environment and field are able to produce a better fit. Appointments are also backed by the necessary guarantees. The recruitment process as we all know is a delicate process and agencies are more adept to ensure the confidentiality for both employer and job applicant. And last but certainly not least, recruitment consultants are usually commission earners which ensures that motivation and urgency levels remain high.

So is it pretty much 'business as usual' for the industry? Well, not entirely. The world has changed in the last decade or so. Two words say it all: Social Media. This is the game changer that is increasingly becoming the space where professional life happens. As Barry Libert puts it: 'The future of business is social.' In the not too distant past recruiters could place an advert in a weekly newspaper, put their feet up and wait for the CVs to stream in via the fax machine. Not so anymore. The pool of available talent to engage and recruit is now far more visible and there for the taking. The best candidates often do not go out and apply for a specific role. However, it does not mean that they are not open for opportunities. Of course they are, but recruitment agencies need to be pro-active and have the online presence to capitalise on this.

It all starts with an effective website- that's right -not just any old site. Visitors to the site need helpful information organised in a logical manner that is easy on the eye. The content should be relevant to them, the tone of the text appropriate and to the point. Creating this type of content on an ongoing basis on the website is known as Content Marketing . But it does not stop there. Equally important is what is known as Social Media Marketing. Although there is fair amount of overlap between the two, the emphasis with the latter is on tapping into the power of Social Media. Collectively these are the ideal platforms to raise brand awareness, engage with existing and potential customers, generate leads and to drive traffic to the business website. Content and Social Media Marketing however should not be seen as an alternative to traditional effective marketing efforts. Instead, it should be complementary. Ideally the online and offline marketing efforts should reinforce each other.

Fast forward to 2024 - that's ten years from now. My prediction is that the industry will be as relevant and exciting as ever but only for recruitment agencies that move with the times.

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