what is the real impact on recruitment?

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So far the feedback from employers (who include Nestle, Next, Xchanging) has been hugely positive as they can access the whole recruitment supply chain with minimum hassle. In fact, one client loves it so much they are thinking of transferring all their external recruitment to this model. It also means that line managers can engage with recruiters not on the PSL when they wish and yet still ensure that procurement and/or HR terms are automatically adhered to.

Agencies love it as we enable them to engage with the client directly. Given that the vast majority of recruitment firms have fewer than 20 people, TheJobPost facilities introduction to major employers that they would not be able to work with as part of a PSL.


J: A current hot topic, social media –
K: The initial impact when the first job boards came on the scene some 16 years south africa phone number library ago was that they ‘hoovered’ up a lot of easy-to-fill jobs and year-by-year there has been a relentless drive to move higher and higher up the value chain. For recruiters (both in-house and external) who are not adding value to the recruitment process it’s akin to the frog in the pan that doesn’t notice the water is becoming increasingly hotter…..until it’s too late.

And although in-house recruiters are able to fill a wider range of roles more effectively than before (especially using social media), as the economy recovers they will need to work harder than ever to build up trust and credibility with candidates – just because everyone is visible doesn’t mean they are going to talk to you.

But technology will never fully replace the good recruiter; changing jobs at any age is an emotional process and people are not ‘square pegs’ or ‘round holes’ and having someone in the middle to facilitate effective introductions to new employers can be very valuable to all concerned.