Changing Scenario of Recruitment Sector

Recruitment software provides competitive passive candidate intelligence to support companies' recruiting efforts. They generate varying degrees of candidate information. It works quickly and efficiently so firms using them deliver results quickly .

Milano, Italy (prHWY.com) September 16, 2011 - Until sometime ago candidates use to visit a local branch of recruitment agency for a short interview and an assessment before getting on the agency's book for job. Or existing employees used to recommend prospective candidates for the job. These practices widened the gap in the market for quality recruitment and it became apparent, than hiring executive's research moved away from 'in-house' to a more main stream market, which resulted in recruitment industry.

The recruitment industry has four main types of agencies: employment agencies, that are recruitment websites and job search engines, headhunters that work for executive and professional recruitment services, niche agencies which specialize in a particular area of staffing and employer branding strategy and in-house recruitment instead of agencies. Recruitment-related functions are generally carried out by an organization's human resources staff. However all of them work with the help of recruitment software.

Recent economic downturn has forced businesses to review their recruitment practices that have resulted in them working directly with the executive recruiting process. By removing the 'middleman' businesses have direct access to much more cost-effective solutions, and have been able to retain a firmer grasp on their recruitment drives and processes. Business also have access to full disclosure on market intelligence which has proven to be vital for more forward thinking businesses, especially with regards to succession planning.

The recruitment software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on job boards, for fear that their companies, co-workers, customers or others might see their resumes.

An important controversy regarding labor mobility illustrates a need for globalised human resources. Governments of developing nations often regard developed nations that encourage immigration or "guest workers" as appropriating human capital that is more rightfully part of the developing nation and required to further its economic growth.

The recruiting market has become increasingly dynamic with increased used of IT technologies. Workers today change employers more often than in previous generations and vice-versa. De-regulated labor markets have also created a shift towards contract and part-time labor and shorter work tenures. These trends are increasing recruitment activities and in addition encouraging the use of such software. It should also be noted that even in slower economic times or higher unemployment, recruitment software is still considered by companies to assist in an increasing need to screen through a larger candidate pool for it gives exact results in short span of time.
For more information please visit our website http://www.altamirahrm.com/en/products/altamira-recruiting/index_page

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Tag Words: recruitment software, recruitment solutions, recruiting software

Categories: Software

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