I remember about 25 years ago, in my first job searches, when the newspaper was the primary means to publish and search for job ads. I ran through the pages of the newspaper with a highlighter in hand and marked the offers that seemed interesting to me. The next step was to print enough resumes (or photocopy them) and send them to the addresses indicated in the announcements. What comes next has changed, but not so much. IT Recruiting Agencies review the curriculum and call the candidates they want to incorporate into their selection processes.
Nowadays, curricula are still widely used, but the media has changed. Most professionals have their resume on LinkedIn and / or on various job pages (in addition to a copy in Word somewhere on your hard drive)
Recruiters today have tools such as job websites where they can quickly post jobs or search for profiles, or look for them on social networks like LinkedIn. Recruiters have access to online tools such as Evalart that allow them to evaluate online candidates and optimize their selection processes. To manage the process itself, there are many tools in the market.
How Will It Recruitment Be In The Next Decade?
Companies depend more and more on technology, so the demand for IT professionals can only increase. Even the smallest company desperately searches for IT professionals for several reasons.
Software for each activity of the company, the website, networks and communications, mobile applications, and in general, the internet of things.
Demand grows faster than the supply of IT professionals, which means that the gap will be widening.
Concepts such as outsourcing and offshoring are nothing new, but a trend that is taking more and more strength is freelance work. Online platforms allow professionals to be hired anywhere, and technology facilitates more and more the communication of teams scattered around the world.
As the gap between demand and supply increases, companies will have to turn to programmers from emerging countries with lower costs. Recruiters will have to search the world to get the best talent and build teams that can be geographically distributed.
This must somehow be balanced with the trend that recognizes that physically placed teams have much better performance, so technology will increasingly offer alternatives so that geographically dispersed teams can work almost as if they were together (high-quality videoconferences, tools of collaboration, etc.)
The Importance Of Your "Recruiting Brand."
The imbalance between supply and demand will increasingly tilt the balance, making the IT labor market a favorable market for professionals and unfavorable for those who hire. To complicate things even more for IT recruiters, the technologies are increasingly complex and, therefore, only the most talented are up to the current challenges. Twenty years ago, a company needed a programmer who knew a language (and that language was everything). Today they must know more than one, and each one has dozens of frameworks, applications have multiple layers and must be integrated with an incredible variety of external systems.
Because of this, the most talented resources will not be selected; they will be the ones that choose and the role of the recruiter will be mostly a marketing job to attract the best talent. This will, of course, be easier if the company is recognized as an excellent place to work, with attractive benefits and challenges for the professional. This is where the Recruiting Brand becomes so essential.Companies must work to develop a strong recruiting brand that sells the culture and all the benefits that the company will deliver to the candidate if hired. Here, when talking about benefits, it is not just about the end of the year bonus, it is about everything that makes working there attractive. For example, a company recognized as highly innovative,
Big Data In Recruitment
If the curriculum had a couple of pages of information, in a decade the recruiters will have much more information at their disposal. Thanks to the analysis of large volumes of, it will be possible to determine candidates with enormous potential automatically. Just as today this is done to analyze a person’s credit, in a decade you can decide for all your history in the network if you are a professional with higher probabilities of offering the best return to the contracting company. The Big Data will have a lot of information to generate complex models. What the candidate posts in social networks, what people have in their networks, in what companies they worked, what their rotation patterns say, and the companies where they work, who recommend them in social networks,
The future always ends up being different from what one expected, but it is clear that recruitment is not the same as 20 years ago, and neither will it be in 20 more years.