Emily Jarvis


Recruitment is an industry that we have all come across at some point in our lives, whether it’s to fill a position within our team or business or to find ourselves a new position.

A report by the Recruitment and Employment Confederation* found that 1.2million were placed in temporary positions compared to just 634,000 who landed permanent roles. Whilst this could be a sign that businesses simply aren’t recruiting for permanent job roles, the job market has changed considerably since the recession with many being more cautious when it comes to employment.

A shortage of potential candidates means that recruiters are struggling to fill permanent positions. Recruitment is an industry that is now worth £31.5bn, up 9.7% from the previous year, and with an increasing amount of pressure mounting on the sector to find the perfect candidate, recruiters are having to change the strategies they use to find talent. The past few years has seen a change in direction when it comes to recruitment tactics with many looking to reinvent their interview processes via new talent tests and the introduction of social recruiting.

Emily Jarvis

Emily Jarvis

Social recruitment

The tech industry has had a major impact on the way in which recruiters find and engage with prospective talent. Social media has given recruiters the chance to promote job roles to a new, wider audience and also to seek out potential candidates, with recruiters researching candidates online before making contact.**

Ultimately it’s the tech savvy who are using social media to find job roles, and those who choose to shout the loudest are those who are seen by recruiters. Many online job applications now allow candidates to apply through their LinkedIn profiles, proving social is being taken seriously when it comes to recruitment. However, this does mean that recruiters could miss out on other talent if they don’t expand their searches wide enough, social media should therefore be used as a tool to aid recruitment and not be the sole strategy.


The role of data in recruitment is also on the rise and whilst many already use recruitment software packages to assist them in making informed decisions, data cannot hire talent, people do. Whilst algorithms won’t replace recruiters, they do provide a useful aid to sift through candidates and point recruiters in the right direction and can help to reduce time spent hiring and allow efforts to be placed into nurturing candidates.

LinkedIn use an algorithm which matches candidates to jobs which helps to make the hiring process efficient, yet this software is ultimately reliant upon the job description being as detailed as possible and LinkedIn users ensuring their job profiles are up to date. Adding data into your strategy will help to make the recruitment process run smoother, however a personable touch will enable relationships to be built with talent.

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Recruitment is a puzzle and finding candidates who not only fit the job description but also fit the company can be a mind field. Some are choosing to implement innovative talent tests to gauge a candidate’s suitability for the role and company. From interviews being granted on tests rather than educational and career achievements to speed dating interviews, the rule books is being thrown out the window when it comes to recruitment.

Speed dating interviews are perhaps one of the best techniques to gain a wider understanding of the candidate and involve a broad spectrum of staff. It not only allows other key staff member to provide feedback on a candidate but also allows the candidate to gain a better view of your company.

Recruitment is a competitive arena and with increasing competition in the industry and changing expectations from candidates, updating your strategy for 2016 will help to keep roles filled and targets met. A personable touch is still key to recruitment, but with the assistance of data and social media more candidates can be reached out to, whilst creative interview techniques keep the interview process engaging and enables recruiters to really place candidates under the spot.


About the author Emily Jarvis is a former business consultant, she is currently working as a freelance writer sharing her expert advice and tips within the business industry.


*Report by Recruitment and Employment Confederation

** For more information on recruiters researching social media profiles see Hales Group