The Evolution of a Recruitment Consultant

From Retro Recruitment Geek to a Social Media Buff

1940s

‘Recruitment’ was born out of WWII to recruit soldiers.

Recruitment Consultants started advertising through word-of-mouth for the society members who were not serving military service, to fill the job vacancies in the workplace.

Once the war ended, the recruitment consultants embarked upon finding new employment opportunities for the returning war veterans.


1950s – 1970s

People started creating resumes that portrayed their basic personal profiles and skills on a paper

The word-of-mouth and face to face applications were still prominent in consultants.

However, things changed with the increasing economy in the 1970s Recruitment consultants began to work for companies/clients as these expanding businesses started to outsource their recruitment/hiring needs

Consultants used bulletin boards and gradually started with paid advertisements in the newspapers.

Consultants faced many difficulties since the resumes were kept as mass paper files, making applications difficult to access and sort through. Also, the resumes were written with the typewriter and were handed directly to agency/recruiter


1980s

Recruitment Consultants started receiving standardized styled CVs with the invention of CVs and thus, making resume processes efficient

With the introduction of fax machines, recruitment consultants increased their reach of sourcing the candidates by sending and receiving CVs and other documents in minutes.

Advertising for the current job opening was quite easy due to
prominence of paid advertising in the newspapers


1990s

With the introduction of world wide web, recruitment consultants started exploring online job portals like Monster & CareerBuilder and online classified job ads to ease the recruitment process and candidate sourcing

With the arrival of Applicant Tracking Systems (ATS) and candidate managing applications, storing the candidate data became quite easier, improving the process for recruiters.

Discovery of Electronic Mail (Email) provided recruitment consultants ability to send the resumes and other document via email

Geometric Results Inc. (GRI) introduced one of the first significant VMS applications in the industry named PeopleNet in 1995. Introduction of Vendor Management System (VMS) was a stepping-stone to technology-driven recruitment.


2000 – 2018

Consultants shifted their focus from online job boards to job aggregators like indeed that emerged in mid- 2000s to source candidates

Due to the prominence of VMS and ATS, consultants have begun to be more Technology savvy rather than being just Relationship-driven.

Moreover, since job boards were limited to sourcing active candidates recruitment consultants started trying their hands on the social media platforms like LinkedIn that created a new category for passive sourcing by bringing candidate profile data online

With the introduction of ‘Pay-per-click’ advertising by Indeed, it became easier for consultants to aggregate ads from other websites.

Moreover, since job boards were limited to sourcing active candidates recruitment consultants started trying their hands on the social media platforms like LinkedIn that created a new category for passive sourcing by bringing candidate profile data online


What’s Next?

With the increasing competition, recruitment consultants will have to sells jobs and dreams, rather than just posting the job details.

In the coming years, consultants will be treating LinkedIn like the face-to-face business networking events to build their employer brand and attract top-notch talent.

There will be a significant impact of artificial intelligence technologies and tools like Predictive Analytics that will be greatly impacting the way recruitment consultants recruit the candidates.

With the introduction of ‘Pay-per-click’ advertising by Indeed, it became easier for consultants to aggregate ads from other websites.

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Source:
Techcrunch | Talentnow | Recruitbox | Roberthalf | Theundercoverrecruiter>