Saturday, July 25, 2020
The future of recruitment - Viewpoint - careers advice blog Viewpoint careers advice blog
The future of recruitment - Viewpoint - careers advice blog Itâs been said that the recruitment and staffing sector has been badly let down â" or certainly ignored â" in terms of technological advancement. For an industry that has been around for a very long time (Hays has been recruiting professional candidates for clients since the late sixties) it has not seen the significant disruption that one might have expected, compared to sectors such as retail for example. Surely there has been some disruption? Of course we have seen some huge changes since those early days â" many of which were said to have âspelt the endâ for recruitment companies according to industry observers. The advent of the internet was the most impactful as you would expect, enabling companies to make it known they were hiring and publishing their contact details for prospective employees to get in touch directly. Some did, but not many. Risking rejection, or worse being found out by your current employer meant that a having third party intermediate and advisor was still a prudent strategy. Job boards and aggregators added another dimension, enabling employers to advertise their positions direct at a more cost effective alternative to print and again threatening to cut out the âmiddle manâ but not entirely succeeding. Then along came LinkedIn, for the first time giving candidates the platform on which to advertise themselves, to make it known they might be interested in a change of job and use their network to unearth the unadvertised positions. Nowadays, we have platforms for âebayingâ projects, jobs and interim services Face to face is best â" for now In reality though, recruitment is a professional service which relies heavily on relationships built over time. Up until now, there hasnât really been any technology that fundamentally changes how that happens. Understanding human needs â" still essential for effectively matching a person to a role â" really has to be done face to face. In a recent article Haysâ CEO Alistair Cox talked about Why I think face to face is best which clearly articulates the arguments that sitting around the table rather than on a phone or video call is the right strategy. For now. So whatâs the big change? The recent release of Oculus Rift promises to bring augmented or virtual reality into our everyday lives, by âmaking it possible to experience anything, anywhere, through the power of virtual realityâ. On first view, the implications for industries such as recruitment may seem obscure, after all video conferencing hasnât surpassed face to face. But couple the availability of virtual reality with Microsoftâs âHoloLens Holoportationâ and quantum computing, then fast forward to 2020 suddenly the possibilities become clear. So, the future is⦠Imagine, as explained by Microsoftâs research manager Shahram Izadi, âbeing able to virtually teleport from one place to anotherâ where interviews are conducted in virtual rooms, company research is done in an âonline receptionâ, an employer brand could be understood by talking to employees at their desks (âwhat is it really like to work here?â) and even on boarding or one to one training for an employee thousands of miles away becomes possible. This is just the beginning. A second or third generation release canât be far away â" it will be to communications as the smartphone was to mobile and broadband was to the Internet (versus dial up remember that?) Iâll be keeping a watching brief on this one! Here are some other similar blogs that Ive recently authored: 4 ways to grow yourself global 2016: The year of the digital diviners Forget B2B or B2C, its actually You2Me 1 thing you need to know about digital marketing You2Me the sequel Big Data help or hype? 3 things you need to know about careers in 2020
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