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Back to the Future (of Recruiting): Is Your Company Prepared for What’s Ahead?

The future of recruitingIn CareerBuilder’s recent webinar, Future of Recruiting, hosted by Beth Prunier and Chuck Loeher, area vice presidents at CareerBuilder, it became clear just how much recruitment has changed since — well, since shows like M.A.S.H. (you ‘ll just have to listen to know what I mean).

The way we consume our information is more fragmented, because we have so many places to get it.  And with each technological innovation that comes along, adoption of that technology gets quicker and expands into other areas of our lives. Radio took 38 years to reach 50 million users, for example, yet Facebook reached 50 million users in nine months. With these rapid market changes, we’ve seen an evolution in recruitment — perhaps more quickly than we ever imagined. Here are some highlights of what Beth and Chuck discussed; scroll down to listen to the full webinar or to check out the slideshow.

Future of Recruiting Highlights:

  • You’ve got to fish where the fish are: Job seekers are already spending time on social media sites, search engines, and mobile devices, so it’s important to reach them in these places.
  • The job search is now like buying a car — job seekers are consumers, and they’re accustomed to the process of making decisions and engaging with a brand.
  • According to a Q2 Inavero study, 98 percent of candidates reported using search engines at the beginning of their research phase (when they’re searching on a more broad level, and not yet researching specific companies).
  • Only 14 percent of candidates believe what a company says about themselves, yet 78 percent of candidates believe what users or employees say about a company.
  • 58 percent of candidates say they complete all research before they ever apply to an organization.
  • Retention today doesn’t begin when a candidate is hired into a job; it actually starts when a candidates learns about your organization, researches your company, finds interesting opportunities, and begins the application and interview process (can start 3-6 months before a candidate applies to a job at your company).
  • The No. 1 reason employees leave their organization, according to a Deloitte study, is due to their relationship with their direct manager.
  • Prospective candidates can research your company completely anonymously.
  • It’s vital to survey and find out things like: “What do prospective candidates want in an opportunity?”, “Why did current employees join my organization?”, and “Why did former employees leave my organization, and in hindsight, do they believe it was the right decision?”

Three factors critical for successful recruiting in 2012 and beyond:

  • Engaging with your candidates like consumers
  • Building your recruitment strategies by position and geography
  • Evaluating how — and when — your organization retains candidates
Find out what it takes to successfully compete for, attract, and retain the best candidates we we move into 2012 and the recruiting landscape rapidly continues to change.
  1. Listen to CareerBuilder’s “Future of Recruiting” presentation.
  2. Or, see the slideshow here:
What kind of questions do you have about what’s ahead for recruiting in 2012?
Amy K. McDonnell

About Amy K. McDonnell

Originally hailing from Ohio, Amy is the editorial manager on the content services team and has been with both CareerBuilder and the city of Chicago for nearly a decade. She writes on a range of recruitment topics on The Hiring Site, striving to bring a dose of clarity and humor to sometimes complicated issues around employee attraction, engagement and retention. When she's not working, Amy spends as much time as possible reading, pretending to be a chef, writing short stories, eating Nutella out of the jar, waiting for CTA buses and trains, going to see her favorite bands live, and spending time with people who inspire and challenge her.
2 comments
Amy Chulik
Amy Chulik

Vinita, thanks for reading--I'm glad you you find it useful and hope your co-workers do as well!

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