Andre O’Callaghan
July 2011
ALL RIGHTS RESERVED COPYRIGHT
The views expressed in this document are not necessarily those of the Seta’s.
OVERVIEW
Recruiting gets a whole lot easier when you have a reputation for being a great place to work. Joanna Meiseles
The proverbial search for the needle in the haystack is more complex and more difficult in today’s business environment. Organisations need to deal to with a changing workforce, a challenging economy and the war for talent – all of these factors impact in a major way on the way we are going to approach recruitment going forward. The landscape of the recruitment industry is changing – notably in technology, thus new terms such as behaviour-based selection, e-recruitment, outplacements, niche-recruitment and many more.
The challenge is to get the right person in the right job at the right time at the right cost. No easy task! However, if that can be achieved, sustainable employment is a given. Recruitment is not only about the optimal fit between the person and the organisation, but also to find the best fit between the job requirements and the applicants available. If both are achieved, it is believed to lead to increased job satisfaction and job performance.
Social network platforms such as Facebook and LinkedIn have major implications on the modern recruitment process. More and more organisations are leveraging the social network platforms to source talent, to build their attraction brand value, and to reach the younger generations.
The South African labour market also creates new challenges in how companies recruit – notably in a society where skills are becoming scarce. SMME’s in South Africa face very specific challenges regarding recruitment of skills and staff. They must compete for skills in a very competitive market, often do not have internal capacity to manage the recruitment process and is often used as a stepping stone.
Recruitment is both a predictive science and a subjective decision. It is a very costly exercise. Employers pay large amounts and spend valuable time trying to find the proverbial round peg for the (hopefully) round hole, but often end up with a square! It is therefore important to apply good practice and be diligent during the recruitment process – otherwise it will result in both the employee and the employer being dissatisfied. So gone are the days of fuzzy and meaningless interviews, word-of-mouth appointments and informal processes.
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Latest Trends in RecruitmentJuly 2011 /