The term recruitment defines what is known as a traditional approach to the screening and selecting of skilled individuals for a job at hand.

However, considering the changes that have, and continue to take place globally within this industry, it is safe to say that this traditional definition of recruitment now carries with it a twist and more noticeably, a set of interesting dynamics to define what can be called a ‘new’ process of recruitment.

Aspects such as the skills shortage crisis and the rise and increasing use of the Internet have contributed to the redefining of recruitment and essentially, the reshaping of this industry.

Add to this the effects that the global economic crisis has had, and one can certainly state that the process of recruitment has - and will continue to become - more complicated. One that will require a different approach and implementation. So let’s take a look and examine some of the aspects driving this 21st century recruitment!

The growth of the Internet has presented this sector with immense opportunities, especially with regards to online recruitment. In fact, it has been said that the Internet is an innovative way to undertake the process of recruitment going forward.

A recent survey conducted by World Wide Worx* indicated that South Africa’s Internet users will double, reaching a high of nine million by the year 2014.

This figure makes the Internet a great source for finding much sought after talent – especially if one considers sites such as Facebook, LinkedIn and Twitter - where personal information is shared and displayed for most to see.

As individuals with high levels skills are usually not actively seeking jobs, these sites certainly can assist recruiters in identifying potential candidates. The trick however, is to get this process right.

Then of course, there is the impact of the current global economic crisis. Due to the need for cost cutting in most industries across the board, companies have had to take a step back and put hiring processes on hold.

This has resulted in recruiters placing fewer individuals in the corporate environment than in previous years, as demonstrated by two recent surveys conducted by The SA Recruiters Network**.

Finally, there is still an increased need to find skilled workers. As such, there is still a shift in balance of power from the organisation to the skilled candidates who now hold the power of negotiation - being able to decide who they work for and at what cost.

Now more than ever, there is a need to include aspects that enrich the job offer – not just monetary perks – in packages, considering that their needs have changed.

Factors such as flexibility, corporate culture, career growth and overall benefits are becoming more important for the working individual. In fact, the ultimate decision maker has become the total package on offer - and this is what is driving individuals in their career choice.

The above amendments and dynamics are becoming increasing pertinent within the recruitment landscape and are affecting the recruitment landscape and consequently, HR processes and business practices.

From a recruitment perspective, this 21st century definition of recruitment needs to be evaluated and the necessary taken into account, to ensure that a more ‘modern’ approach to recruitment is undertaken by these professionals.

This will allow recruitment agencies to remain key players in a very volatile market, as they will have the tools to continue to source talent and place it effectively.

For the business, understanding this redefined term, and the dynamics that come with it, will result in the ability for strategic decisions to continue to be made – something that is crucial during these tougher times.

This in turn will allow an organisation to continue to not only attract, but importantly, retain skilled staff, an aspect that is key for any company’s future growth and development.

It is clear that the traditional definition and approach to recruitment is no longer sufficient in ensuring the overall process is a phenomenal success. Rather, innovation, considering the opportunities that may exist from the above, is key, reinforcing the evolution and dynamics associated with this term since its inception.

* Employers turn to Twitter for talent, IT Online, 15 July 2009
** Recruitment in SA during recession surveyed, Biz- Community, 07 July 2009

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