Then vs. now: developments in recruitment

Developments in recruitment are inevitable. A sheet of A4 in your window saying “we're hiring!” and a phone number was often enough. You were looking for staff, a passer-by was looking for a job, and 1 plus 1 makes 2. People cared less about the content of the work than they do now, and they also stayed with a company much longer. It used to be perfectly normal to work for 1 company your whole life. Over the years that changed. It became more and more important whether a job really suited someone, and whether it was genuinely fulfilling. On top of that, the internet became increasingly popular. That changed not only the content of available jobs, but also the search for new work, which moved from offline to online.

From offline to online

The rise of the internet changed everything, in the world of recruitment too. The number of tech-related jobs grew fast and it also became possible to continue your search for a new job online. When COVID-19 took over the world a few years ago, recruitment activities such as job interviews went almost entirely digital. Not ideal, because via Teams or Zoom you never get the same depth in a conversation. It's less personal. That's why many companies switched back to real-life job interviews after the corona period. Other companies learned how nice it was that online interviews were now an option and kept them.

Employer branding: all eyes on the employer brand

Jobseekers didn't just shift their focus to the content of a job; they also found it increasingly important that a company suited them. The internet made the huge choice of employers visible. To stand out and be in with a chance, companies had to set themselves apart from the rest. What makes them special? Why is it so great to work there? This later became known as “employer branding”. Employer branding is more popular now than ever. It's an intensive, time-consuming but unbeatable way to attract new employees and keep current staff.

Outsource recruitment through interim recruitment

Companies got busier and busier. They already had enough on their plate serving customers, so recruitment work often came second. On top of that, their expertise often wasn't (and still often isn't) in recruitment. Interim recruitment was therefore a gap in the market: (online) recruitment agencies took this work off companies' hands. Handy for the companies, because it let them focus again on what they're really good at: their products, services and customers. Job marketing, employer branding and interim recruitment also combine well (take a look at this example!).

Is employer branding or interim recruitment right for your company?

Want to move with the times in your search for new staff too? Then go for employer branding, interim recruitment or a combination of both. Get in touch with us and we'll look together at how we can help you best.