Outdated Recruitment Methods
By Beth Hales, Director of Client Relations, AgCareers.com
Recruitment methods have been changing at a rapid pace over the last 10-15 years. Here at AgCareers.com, we spent a lot of our early years explaining to companies that we were not traditional recruiters or “head hunters”. Our industry-specific career site was different, and it placed more options and information into the hands of job seekers, empowering them to be more pro-active in their search for a new role. We focused a lot of energy on building a community following of industry professionals for the agriculture and food sector, so our job board could serve as a one-stop shop for job seekers and industry employers. These days, we no longer have to explain who we are or how to utilize the site, so in a sense, our story paves the way for a closer look into what’s changed in recruitment.
Change #1 – From Cold Calling to Internet Stalking
You didn’t hear a lot about Talent Acquisition Specialists or Sourcing Specialists back in the “old days”. Recruiters did a lot of cold calling, and it was important to get to know the right people when you were ready for a career move. It seemed like people were more than willing to be pursued and wooed by a head hunter “selling” a lucrative opportunity, as you generally didn’t have an easy way of knowing all the potential openings you would be a fit for. The market seems to have shifted a bit, as now, just having a great potential job opportunity doesn’t necessarily mean that you can get top talent to respond. There’s a lot of social noise these days, and candidates have an abundance of tools at their fingertips to explore potential opportunities and put themselves out there.
So….instead of random cold calling, a new breed of recruiter was born. Employers began hiring people with enhanced internet sourcing skills, and there are even certifications available in candidate generation through the web.
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