We put the job online… …price went down, volumes went up
We put the CV online… …labour went down, volumes went up
We put the application online… …effort went down, volume went up
Key implications…Sourcing activity dropped substantially, recruiting becamelargely reactive We marvelled at the beneﬁt of it all without realising we were building in huge inefﬁcienciesWe were creating a longer term problem which was going tobite us in the ass through social – the candidate experience We created a new generation of recruitment consultants who became reactive, CV sifting “rejection consultants” It became a volume industry. We created haystacks andthen complained about not being able to ﬁnd needles. This period alone saw the most signiﬁcant shift in organisations losing faith in third parties.
We needed a way to manage it all… …RPO, applicant tracking systems, web response management
“Does the recruitment agency, require employees with wide ranging personal, social and professional networks to grow and inform their business contacts? In many cases, itdoes not. Yet it should and must.”
“We are beginning to see the value of the peer-‐to-‐peer relaJonship – previously exclusive to top-‐end recruitment – realised across the recruitment industry through the internet.” Beyond simply drawing on these rela3onships, however, there is an opportunity for recruitment organisa3ons to help connect people to one another. • Find ways to connect with the passive job seeker • Broker and uJlise peer-‐to-‐peer relaJonships • Use Web 2.0 to build personalised relaJonships online • Tap into the long tail. The future? Big general sites will get squeezed out. Small niche sites will grow.