What’s Happening to Recruiting Departments

Though so many recruiters have been laid off, hiring still goes on, with maybe 3 million U.S. jobs open. Jeremy Eskenazi talks about who’s doing the recruiting work now, and who might be doing it in a year or two.

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(Bear with us as we work out the kinks with this new technology; the audio starts off a little rocky but should improve — at least a little bit — after a minute or so.)


3 Comments on “What’s Happening to Recruiting Departments

  1. This is something that I’ve been seeing over the last few months as well, as hiring is starting to pick back up. In the middle of the market, where corporate investments have already been made in technology (ATS) to streamline the process, an HR generalist (or overworked recruiter) can automate a good portion of the activity.

    Where I’ve seen the gaps is in two areas – sourcing/targeted attraction and screening/assessments.

    Don’t get me wrong, a targeted sourcing/attraction gap has been great for our business. Recruiting budgets have been slashed, but recruitment marketing is for the most part very active. Many people think that they can post and pray that the right talent just shows up. Which leads to problem #2.

    Many seekers on the job market means a deluge of applicants. This makes it harder for an HR generalist/chief-cook-and-bottle-washer to get to the blue ribbon holders. Built-in electronic screening and assessments are putting more hurdles in front of candidates on high volume requisitions in an attempt to shorten the list. I’ve got no horse in that race, but hearing about more and more clients implementing these programs.

    I’m curious to hear what other issues everyone has seen arise in the marketplace as a result of these withdrawn budgets and stretched workers.


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