The future of recruitment?

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The world of recruitment is ever-changing. With tough times in today’s employment market, job-seekers and employers are often both on the hunt for the ‘perfect fit’ for many months. With employers beginning to introduce alternative and innovative ways to recruit future leaders into their businesses, what does the future of recruitment look like for those seeking employment?

One recent trend is the video resume. Job applicants are choosing to record themselves discussing their qualifications and sending their video to employers instead of or as a compliment to a traditional paper resume.  Recording a video resume allows you make a human connection with a hiring manager before you have even been invited in for an interview. 

And in today’s tough job market, adding a personal touch to your skills and capabilities is an important way of distinguishing yourself from the competition. Businesses are also tapping into this new venture. A company called ‘Meet the Real ME’ is looking to put 28 video booths into 28 UK Universities for students to make their videos for employers. The video resume however, may not work as well for some professional services such as accountancy or banking as it would for creative industries such as marketing or web design. Consequently, there may still be a few years before it becomes a regular part of the recruitment process.

Twitter and Facebook are becoming more and more popular outlets to engage with your potential future employer. For candidates in the selection processes for companies such as Halfords or Reckitt Benckiser can receive updates and tips on how their graduate programmes are progressing.

It is not only the sourcing aspect of the recruitment process that is undergoing a change. One of our clients is just about to embark on a campaign for 27 graduates and as part of the process on their assessment day they will be asking candidates to do a short 3 minute recorded presentation on themselves as to why they are the best person for the job. The presentations will then be watched by all the assessors on the day as part of the selection process.

So the recruitment world is changing and gathering momentum, it’s becoming more interactive, there’s a greater focus on the ‘social’ side of a recruitment process. So when applying for jobs, take a moment to consider the changes in the world of recruitment. How can you use these changes to your advantage? How can you make your application stand out? How can you make the most of the information available?

By Bernie Doody, Key Accounts Director at PPS.

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2 Responses to “The future of recruitment?”

  1. It will be interesting to see how video is implemented into online recruitment, especially within job boards (which is my area of work).
    People under-estimate the importance of appearence in getting a job. The interviewer will a make gut instinct call on whether they like you or not and after that first five minutes often they have already made up their mind whether to invite you back or not. Do candidates want to potentially limit themselves? A bad video resume could make a good candidate look idiotic. In terms of integration, do you think we’ll be seing the option to include video files with registration data? I can see that working, especially for creative web positions. I think for some avenues of business its just not needed, but picking an example such as the role of video-editor at a small production house, providing a video CV could be invaluable.

  2. Bernie says:

    Hi there – thanks for your thoughts!
    It is true that first 5 minutes make an impact either at face to face, telephone interviews and I believe would be the same for video.

    One of our clients has recently just introduced video into their assessment day – each of the 15 candidates had to conduct a 2 minute video on themselves as to “why they felt they were a good fit for that business” ; there was a significance difference between the videos – from some who sat in their bedroom, casually dressed coughing at the beginning! to another dressed in a smart suit beside the river Thames – you can imagine which one caught the eyes of the senior management assessors by being creative!

    If videos were used prior to assessments and face to face interviews, this could save recruitment managers time and expense as well as candidates time and cost of travelling – businesses are always looking to become more cost effective !

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