Though the job markets may fluctuate globally, one thing is certain: the way in which we recruit is changing. The essence of establishing whether an individual is right for the job still remains, but the ways in which recruitment is undertaken is definitely evolving throughout the world, with several new trends emerging.
Emerging global recruitment trends
Social recruiting
This is a concept that is being used already by many international recruiters but is on the rise. One recent survey by recruitment software firm Jobvite claimed that 89 per cent of American businesses are either recruiting via this means or planning to do so. Networks like LinkedIn allow almost a 'headhunting' approach, but on a far easier scale and though a platform which candidates are comfortable with. It's also a cost-effective and cheap solution. Recruiting via social media - that is, advertising roles and making the initial introductions - is unsurprisingly expected to grow.
Googling
Candidates should be aware: most recruiters world over openly admit to the not-really-very-ethical practice of searching applicants' names on the internet. Just 14 per cent of global recruiters said they didn't look through Facebook, Twitter, LinkedIn or Google+ in a survey by global careers services network, Careers Directors International (CDI). As we know, the content posted on these sites, though for personal use, can have an impact on job prospects. Fifty-seven per cent of respondents to the CDI survey said they would dig further or be 'very influenced' by negative information gleaned from the internet; emphasising the need for controlled privacy settings or restraint when it comes to a candidates' online presence.
CV
Some believe that over the coming months, the steady CV will start to decline in use. Some have speculated that use of the online 'professional profile' will grow - particularly on sites such as LinkedIn, to become one of the premier application starting points. That being said, the CDI survey shows that the CV is still the recruitment document of choice in terms of candidate introduction, with two pages being the preferred length - for now, at least. Cover letters are - contrary to popular belief - deemed unnecessary for an application. Meanwhile almost a fifth of respondents said they had reviewed CVs via smartphone or tablet, another trend likely to grow, so candidates may need to optimise their CVs for small screens.
Video interviews
Video is already being used as a recruitment tool by small numbers of businesses; recording candidates as they answer pre-set questions. A third of respondents to the CDI survey said they have or might review a video survey, a quarter said they would not, while 28 per cent said they had never received one. However, HR respondents said that the tool was risky due to 'potential for discrimination accusation'. It would therefore be consigned for use in the latter stages of the recruitment process, perhaps.
Language skills
Over recent months, there has been an increasing demand for multilingual (forget bilingual) candidates, whose talents will help businesses to compete internationally. It's not simply language skills that are sought, but international work experience and awareness of local customs, etc. As such, many companies are targeting 'natives' in their home countries and doing so using a combination of the aforementioned innovative recruitment tools. This has been especially evidenced in Europe and the UK, where interaction via social media can make the search much more focused.
Increasing competition
Use of new technologies has increased competition for jobs. Opportunities for remote working have opened up jobs to a much wider-ranging applicant pool. Roles that may not have been considered within reasonable commuting distance can work from home, so the number of applicants per vacancy has naturally increased. This trend highlights the importance of a strong CV and presenting something different to potential employers to get noticed.
While these emerging trends are exciting and could help streamline both job hunting and the recruitment process, in reality, there is no one single preferred approach. This means that candidates' best chances of progressing can be achieved by presenting a tailored, focused application and keeping their skills or knowledge up to date. That, no matter what technological trends are on the horizon, will never change.
