Six recruitment trends Autumn 2011 - not a full stop but increasing uncertainty among recruiting clients

Sunday, 2 October 2011 |

Peter Lindmark

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1) Specialists need to specialise more, they need deeper knowledge within their field. Meanwhile, managers need a broader knowledge base, they need to know more about more.

2) Recruiters need to dig deeper into the candidate's knowledge and ascertain that the candidate has values corresponding to the client.

3) Many enterprises in-source their recruitment needs, i.e. hires a human resources manager that conducts all HR functions internally.

4) It has become increasingly common that the CEO is replaced by the CFO. This reflects the need of an administrative leader in time of crisis.

5) Social media is increasingly more important in the recruitment process. Facebook, Twitter and of course Linkedin are useful tools to find the most suitable candidates also by the way they express themselves in these media.

6) Selection process must become more efficient. It is important to filter out candidates that do not match the profile. Social media can also be a tool in this process.

Source: Chefsrekryterarna, Sweden.

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Tags: IT, Recruitment

Comments

Submitted by John A Morrison on Friday, 7 October 2011.

The problem with recruitment for software jobs ... is you

GUARDIAN TECHNOLOGY BLOG

QUOTATION

The reality is somewhat different. It's more like having your teeth pulled out while being forced to watch back-to-back episodes of The X Factor, A Clockwork Orange-style.

The assumption that we make is that it's actually the fault of recruitment agents. It's pretty easy to find employers and employees that have quite vitriolic views about agencies. I would actually go further than that, and to say it's quite difficult to find people who have been customers at either end of a recruitment agent who have anything nice to say about them as a profession.

Submitted by John A Morrison on Friday, 7 October 2011.

Jobs growth dips to slowest rate in 2 years

Brian Groom in the FT

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