Recruitment agencies had one of the highest closure rates of retailers on Britain’s high streets last year.
According to Geoff Newman, managing director of RecruitmentGenius.com, this is due in part to the UK’s recent economic downturn, but also to the internet and the changing nature of the needs of clients. There has been a parallel (But disproportionate) rise in internet recruitment sites and agencies, with agencies for specific kinds of jobs (culinary, third sector, etc), specific locations and specific groups of people (i.e. graduates, professionals, etc). Companies can also use these websites directly to advertise vacancies directly, cutting out or minimising the recruitment agency as middle manager between a specific group of companies and a specific group of clients.
This specialisation helps both applicants and companies to on one hand broaden their search to a greater range of jobs and applicants, as well as specifying more systematically the skills or job conditions that are required on either side. Many recruitment sites have a list of options, such as distance, qualifications, salary bands and job type, so that applicants can fine tune their search to focus on jobs they want rather than trawling through countless jobs that they don’t want.
Many recruitment sites also make suggestions to applicants on the basis of their previous search history or listed qualifications, to keep applicants notified of the latest vacancies which may be relevant to them. This is important because highly prized vacancies can become highly subscribed quite fast. The matching of the applicant’s CV, which they can upload onto the recruitment site to be analysed by the site’s software programme, can match people to companies in a matter of seconds, similar to matches of online dating sites. This can be done more quickly than employment agents at a recruitment shop on the high street, and is also more cost effective for the agency, which can use the technology to match thousands of applicants at a time.
Recruitment sites don’t just facilitate the initial search for and application to jobs, but provide applicants with ongoing support throughout the journey to employment. Temporary staff can plot their employment schedule, how many hours they work a week and when, on the site in order to better plan for future employment and to make the invoicing of their wages more efficient. This ties into the ability for employers to manage their enterprise and projects digitally with ERP software. Recruitment sites can also email employees to check how their jobs are going, and provide an avenue for feedback of the company employing them, which the company can then use to recruit further employees.
Because of increased labour flexibility and casualisation, both potential employees and employers desire a more demand-led, flexible service, which online technology can provide. It also means that people willing to move to access a job can apply online directly, and this provides better access to employment for those who are disabled or housebound. It also helps self-employed people apply for short term contracts.
Wirebox recently created a site for NQ Solicitors, a solicitor employment company matching newly qualified legal graduates to solicitors looking to hire the best. The site uses these principles behind flexibility of choice in employment agencies facilitated by technology. Graduates and companies can create accounts in order to showcase their talents or requirements. The site also contains a blog giving tips to graduates applying to vacancies and graduates can upload their CVs to be viewed by employers only of their own choosing. If you’re a recruitment company looking for a new website to update your services, get in contact and we’ll work with you to achieve the services your customers require.