Employers will and must transform into a proactive form to find candidates. Passively waiting for candidates to submit their applications, then conducting the traditional CV reading, screening, etc. steps will gradually lose the competitiveness of employers in the job market.
Moreover, this passive tendency is likely to become gradually eliminated and is no longer the most important skill of HR people. A market is always two-way supply-demand, and the bargaining power of buyers (here, employers) is gradually becoming weaker.
Access to candidates is becoming a need, a capacity that any employer needs to have.
Some of you will think that quite a lot of businesses have a lot of interested and applied candidates, so recruiters hardly worry too much about recruitment sources. Even a position can have dozens of candidates but only one person can be hired. The recruitment success rate is even higher than the competitive rate for medical and pharmaceutical universities.
This is absolutely true, and those recruiters are working for very well-known branded businesses. They can invest very heavily in image not only related to recruitment, often advertising or appearing on TV programs, articles… They have a very good Talent Acquisition strategy.
And when the brand is too popular and popular, attracting many people’s attention, recruitment will focus more on the candidate screening function, ability tests, etc., and among the goods. Hundreds of thousands, even millions of businesses are present, how many famous employers can you know? Try to list how many brands and brands you will remember.
Are those brands you often meet, are you using their products or services. Or you watch a lot of their ads on TV, Youtube, Facebook, etc. Their leaders and managers speak on television waves and programs. Or are they benefactors for sponsorship and charity activities?
This number of employers makes up less than 20% of businesses, but attracts more than 80% of interested job seekers (a fun simulation of the 80-20 principle, not a claim that this metric is an accurate corpse). And on top of that their recruitment needs can be quite extensive due to their size, although their turnover rate can be kept at an ideal level depending on the industry in which they operate.
So the remaining 80% of employers, what will they have to do? It is difficult for recruitment branding programs to take place regularly when the demand for recruitment is not regular. And the names may not be well known and well known?
Passively waiting for candidates will not be a good solution. Instead, they will need to have more proactive ways with the candidate. Recruitment becomes more integrated with marketing knowledge. And the product that employers are marketing will not be a tangible product or service. That is the career path, the candidate’s opportunity when working at the enterprise.
Although this is just a personal opinion, gradually knowledge of marketing will be a factor that employers consider adding to their career path. As information becomes increasingly accessible, and the job market becomes flatter and fairer, selecting candidates will no longer be the prerogative of businesses.
In contrast, candidates will also have many choices and have the right to consider where they will work.
And if you are a candidate, don’t be afraid to put your CV on job search websites or other places where employers can find and access it. Advertise yourself, and there will be employers actively looking for candidates to contact you.
