1. Emerging Trends
Collected from http://collinsmcnicholas.wordpress.com/
Emerging Trends in the Recruitment Process and in the
Recruitment Industry.
Raghunathan Janarthanan
8/17/2013

2. Emerging Trends in the Recruitment Process and in the
Recruitment Industry.
http://collinsmcnicholas.wordpress.com/
There has been a reduction in the effectiveness of generalist and specialist
job boards as these only provide access to candidates who are active in
the jobs market.
Lately there has been an increase in the effectiveness of social networking
sites such as Linked in and Facebook by employers and by recruitment
companies as these media provide access to passive candidates who are
not actively looking for a job and this trend is likely to continue.
There has also been an increase in the headhunting capability of better
recruitment companies at accessing these passive candidates.
Unfortunately an increased need has emerged for the checking of the
accuracy of information on CV’s as more job seekers have resorted to
provide false information on CV’s and have even backed this up by
providing elaborate forgeries of formal qualifications.
Job seekers in 2010 tend to be better interviewees than in the past and
often do outstanding interviewees based on acquiring mock interview
experience. This trend is likely to continue as job seekers try to improve
their interviewing performance at a time where employment is scarce and
the competition for most positions is quite intense.
This makes the reference checking process particularly important to
establish that a job seeker is as good as his CV and his interview might
suggest, has the qualifications he is claiming to have and is not withholding
any relevant information that a prospective employer would wish to be
aware of.
As pointed out earlier PSL’s are becoming more selective with better
recruiters are aspiring for an often achieving the status of recruitment
partner as employers realise that sometimes “Less is More” i.e. that it’s
better to have a close relationship with a small number of professional
recruiters than a casual relationship with many recruiters. In that situation
the recruitment partner often becomes an extension of the HR dept and

3. possesses a detailed knowledge of the company, its products, its
processes and its culture.
To get this preferred status or to get and retain partner status recruitment
companies must “Add Real Value” in the recruitment process. An example
of this might be a recruitment agency “going the extra mile” to source
scarce resources by expanding overseas or by forming effective
relationships with some recruitment agencies overseas.
All of this means that recruitment agencies have had to and will have to
become more professional. They will be given a push along this road when
the much maligned Employment Agency Act 1971 will be replaced by the
Employment Agency Regulation Bill which will make it harder for
employment agencies to set up and will set operating standards that
agencies will have to comply with if they are to retain their employment
agency licence.
Collins McNicholas eagerly awaits this legislation as we have lobbied
extensively for legislation for more than10 years. We hope that this
legislation will encourage recruitment agencies to formulate a vision to build
on this and to aspire for professional status in much the same way as the
HR profession recently achieved with the Institute of Personnel and
Development
I hope that this brief will provide readers with some insight into the main
changes in recruitment in the past 20 years and also given some indication
of the type of changes which are emerging towards the latter end of 2010.
Colman Collins
October 1 2010
Collected and Shared by
Raghunathan janarthanan