10 Predictions for Recruitment & Staffing in 2012
Social Recruiting finally went mainstream in 2011 with corporate and agency recruiters embracing LinkedIn and internet sourcing as a required skill for the modern recruiter, shifting away from job-board advertising to digital headhunting. It was also a year of continued economic uncertainty ending with fear of a double dip recession in Europe and beyond. Despite this we will remember 2011 as the year that the recruitment industry took its head out of the arse of the global recession and decided to fight back! Our industry bounced back DESPITE global economic uncertainty and adapted to new tools and international markets that had been previously untapped. 2011 was still a poor year in the grand scheme of things but we made it the most successful in nearly 4 years, we didn’t wait for the economy to bounce back and rush to our rescue; instead we innovated, became leaner and found new ways to grow.
So, as we face into what we hope will be another growth year for Recruitment, here are our Top 10 predictions for 2012:
1. LinkedIn will reach 300 million users by the end of 2012.
As of December 27th 2011, LinkedIn has over 146 million members, up from the 100m milestone that the company announced 9 months ago. With a growth rate of 50% in 9 months, we predict that growth will continue to gain pace throughout 2012 as most developed or developing markets hit membership levels equivalent to 30-40% of their working population. Ireland currently has 614,000 members (28% of the available workforce), up from 300,000 since this time last year. On a similar growth trajectory LinkedIn will double up globally in the next 12 months. Expect the 200 million mark to be hit sometime in June 2012 with membership growing at a rapid pace in Q3 and Q4 leading to an announcement about the 300 millionth profile sometime in December 2012.
2. Facebook’s decline in usage will continue throughout 2012 as Facebook Apathy takes a firm hold.
Facebook has had a roller-coaster year. The first half of 2011 saw Facebook’s total number of users surge to over 800 million with the time on site and average number of page-views growing to dizzying heights. The second half of the year has seen most of those latter gains lost as the average amount of time that each user spends on Facebook has dropped off considerably, the largest such decline in the social network’s history. According to stats from Alexa.com, the network’s total internet user reach has barely grown in the last 3 months, hitting a miserable 1% growth rate after growing at the rate of 10% for each previous quarter in 2011. Average time on site has dropped from a whopping 34 minutes this time last year to only 24 minutes over the last few months. It is still the biggest social network in the world but we are sensing massive Facebook Apathy amongst its most loyal users as newer, shinier things have come along to distract us in 2011. Recruiters will undoubtedly continue to flock to Facebook during 2012, as they should, but 2012 may well be remembered as the year that Facebook went the way of MySpace. Use it while you can because it may be old news by the time we hit 2013!
3. Video Assessment will go mainstream for Corporate Recruiters.
Video interviewing, video CVs and video assessment have been around for years. Many may have written the technology off as “unnecessary” for the modern HR or recruitment department but we predict that 2012 will change our perceptions of video technology in the recruitment mix. Faster internet speeds and an explosion in smart phone usage on fast, wireless networks has put a video camera in the pocket of nearly every potential jobseeker, demolishing many of the previous barriers to video usage in our industry. The “Great Recession” has also motivated corporates into operating at increased efficiency with a lower cost base. This drive towards “lean recruiting” and the ubiquitous availability of hardware and broadband will allow companies like Sonru and products like Google Hangouts to really make their mark in the adoption and implementation of video assessment in the corporate recruitment world. We stress the video “assessment” piece as we believe that interviewing remains a very dynamic activity that will necessitate live interviewers and interviewees. Video assessment can pre-screen applicants before the formal interview or can act as second stage screen following a CV phone screen. For agencies, the relationship is often more important than the assessment so we don’t predict widespread adoption of video assessment amongst agency recruiters…yet. For corporate recruitment the job application process remains transactional, which suits video assessment whereas there is a much greater value in agencies interviewing and assessing face to face or via phone/ video dialogue.
4. Twitter will explode as a Recruitment Communication Tool
Twitter’s power to both interrupt and inform us continued apace in 2011 with steady growth in the network’s user base and time on site. TV networks now display the hashtags of their leading shows on-screen and decide on whether to renew new programmes based on Twitter chatter and mentions. In the world of recruitment, most corporate and agency recruiters have finally “got it” and started using Twitter during 2011. Or did they? In our experience, only 20-30% of recruiters are using Twitter but this is still a massive increase on the 5-10% that were using it at the beginning of the year (these particular stats come from the show of hands we ask for when we deliver our Black Belt in Internet Recruitment training, so whilst they aren’t particularly scientific, we have still seen Twitter usage grow massively amongst the 600+ recruiters we have trained during 2011). Most recruiters, however, are still only using Twitter as a broadcast channel, i.e. a way to post jobs in a defined stream. This can be quite good for SEO purposes but SEO isn’t what recruitment is all about. Fundamentally recruitment is and has always been about relationships and conversations. We predict that 2012 will be the year that the current “broadcasters” will switch their use of Twitter to “conversing”, a style that we expect they will find more natural. A minority of social media savvy recruiters have been using Twitter to start conversations, engage with candidates and make hires for years, but the mainstream recruiter has not had this epiphany yet. I urge you to check out @techmegan’s excellent blog post on how she made 3 hires in 6 weeks using Twitter as an example of the type of epiphany that is coming! Expect more like her in 2012.
5. Social Media Litigation will become the single largest headache for HR departments.
Most social media experts tell us that we need to be “true” or “honest” on social networks, ensuring that we share at least some of our personal side as we blog, tweet or post on social media sites on behalf of our employers. This is generally good advice but when building contacts is part of your job, aka sales or recruitment, the question of who owns those contacts is going to become an even hotter issue. As 2011 drew to a close we were informed of a recent case involving an American Blogger who is being sued by his employer over who owns his Twitter followers. This reminds us of the 2008 case in the UK involving a recruitment consultant working for Hays who was forced to hand back his LinkedIn contacts. Since that UK ruling there haven’t been too many cases that have come to light but they were early days. We predict that the latest Twitter case discussed here is going to lead to a flood of similar legal wrangles in 2012 involving not only contact/ follower ownership but also content posting, sharing of trade secrets, discrimination and privacy. If your HR department still doesn’t have a digital communications policy for all employees, get it done now. We predict that HR bodies such as SHRM and CIPD will be expected to be the industry’s experts and advisors in this area and will have to work hard throughout 2012 to ensure they are on top of this potential legal nightmare for our industry.
6. Mobile will dominate the total spend in recruitment websites/ career portals.
Have you launched a mobile recruitment app yet? Is your careers page or agency website optimised for mobile? My answer to this question used to be “when the mobile traffic to my site gets to a serious enough level, I’ll fix it”. 6 months ago this website received an average of 5.1% of its visitors from mobile devices (topped by iOS at 85% of all mobile visits); now we receive 8.5% of our visits from mobile devices (iOS devices still top the list but have fallen to 73% of all mobile visits).
@recruiterblog 4x relative lift in traffic via mobile OS to job boards (from 2-8%) or LinkedIn’s IPO + movement xChannels? #truDublin
— william fischer (@williamfischer) December 15, 2011
Bill Fischer, the genius founder of TheSocialCV tweeted me during #truDublin last month to inform me that there has been a 400% lift in the traffic via mobile operating systems to job boards during 2011, rising from 2-8%. This pretty much correlates with what I am seeing on our site. Check out your own, it’s probably the same four-fold increase. 2012 is the year to get serious about mobile if you have not yet done so. LinkedIn launched the “Apply with LinkedIn” button in July of this year, removing any excuse you had about not needing to have a mobile optimised site to accept CV applications. Job seekers now have the ability to send a customised CV (well, a customised LinkedIn profile anyway) to an employer with just a couple of clicks on a mobile device; have you added this functionality to your site yet? Google Adwords suggests that there were 83,100,000 searches for the term “jobs” from desktops or laptops in the US last month. The same analytics tool suggests that there were 11,100,000 searches for the same term on mobile devices during the same period. That represents nearly 12% of all job searches on Google in the US. Did you even know that SEO is completely different for Google on a mobile device? It starts with having a mobile optimised site and we predict that nearly 30% of visits to job sites and around the same % of Google job searches will come from mobile devices by the end of 2012. The whole debate over whether to launch a mobile app or just optimise your careers site is unlikely to be settled anytime soon so if you have the budget, do both. Apps are huge and likely to become more important than mobile optimised sites as long as you can think of a good reason why users would want to download your recruitment app. If you’re the largest employer in the world, people will likely download an app to search your vacancies but if you’re an SME or a relatively small agency, dont expect jobseekers to download 30 different apps to view your jobs and everyone elses. Think about user benefits and what they need before you think about your own needs. Oh, and also expect gaming and mobile to converge in the recruitment space during 2012.
7. LinkedIn will move aggressively into the HR software space.
Let’s face it, LinkedIn’s paying customers are nearly all recruiters. I am sure there are many non-recruiters who throw $20 a month at them but the serious customers are corporate recruiting departments; LinkedIn barely offer any products not aimed at recruiters. Let me state something, I am a huge admirer of LinkedIn, they have built a product that has literally transformed the recruitment landscape. It’s not pretty nor particularly social but with nearly 150 million members, it works. LinkedIn hire smart people and I know that they have been working on some pretty cool products throughout 2011, few of which have yet to see the light of day. I predict that we will see the company launch their first batch of HR specific products during 2012. These products won’t service the recruitment function but will instead aide the HR function by providing them with access to unparalleled analytics about workforce behaviour, compensation and benefits, the availability of key skills, job mobility and labour mobility. Corporates traditionally spend a lot more on HR software than on Recruitment software so you can be sure that LinkedIn won’t miss this trick. On the recruitment front, expect them to further restrict the access available on a free account, perhaps removing current employer data from members who aren’t connected to you and removing some of the advanced search functionality. They’re also more likely to block or remove more recruiters who “abuse” the system by spamming their members with unsolicited InMails and Messages about available jobs. Have a look back at our 4th prediction above if you are concerned about your InMails becoming less effective.
8. Free or Freemium will become the new ATS pricing model.
The price of applicant tracking software aka recruitment management software has crashed in the last few years. This has largely been driven by the introduction of SaaS as the dominant hosting platform amongst the main players (Bullhorn, Bond, Taleo, Job Science, etc) but differentiation has become less about price these days as average per-user licenses have hit the $1k mark and is now more about quality of implementation, support and socially integrated features. Pioneers such as Jerome Ternynck and his product, SmartRecruiters are already out there offering a free platform to employers who in turn only pay for added services such as job-posting and social integration. Even then, the SmartRecruiters model is to bulk-buy these credits from third parties and use their buying power to offer them to their customers at a lower rate than they could obtain directly. It’s a win-win and a very smart business model! We expect to see some of the main players take the lead in 2012 offering their products for free on a basic install with paid versions or options including social search and social parsing, job board and social media posting, video assessment, Apply with LinkedIn and Apply with Facebook (prediction 8.5!), etc. You will pay for a professional install or migration and 24:7 support, where the true cost lies. Once you make the software free it is easy to quantify the benefits of each product and also to see where the real value lies, i.e. in installation and support. The only question is, which of the major players will go first?
9. Third-party Recruitment Platforms will emerge as the New Job Boards
Job Boards are broken; they have been so for some time but they are not dead, they just haven’t been fixed yet. From a job-seekers point of view, the act of searching for a job in one place and then being able to apply for it in that same place is simple and for years it worked really well. But the combination of the Great Recession and changing attitudes to Web Communciation, aka Social Media have meant that this 15 year old system needs a re-haul. At the same time, there have been several companies trying to “crack” Facebook for job seekers, noticeably BranchOut and BeKnown (Monster.com’s property) but we’re still not sure that job seekers are comfortable mixing their personal lives with their professional lives. This concern is why LinkedIn works so well, it’s a CV database masquerading as a Professional Networking site, and our employers are also in on the deception. But professional networking is never going to be confined to just one site, i.e. LinkedIn, hence the appearance in recent years of several new 
recruiting platforms, noticeably BraveNewTalent and Tribepad, that allow employers and professionals to network together and discuss jobs, careers and opportunities in a place that is social yet removed from their Facebook or Twitter friends. For all the effort that success on Facebook can cost, an employer can set up a branded Talent Network on BraveNewTalent for free in a matter of minutes. There are already thousands of job seekers and employers using the platform, some for free and some on the premium version and the guys at BNT tell us that they have ambitious plans for a new release in the coming weeks and months. We predict that products like BraveNewTalent will emerge as the modern job board, a common place to go to see all job listings, learn about a whole range of employers and most importantly, network with these employers socially. As these “networks” grow, employers will also be able to search for talent and invite them to join their communities (CV database, anyone?). Will CareerBuilder, Monster, et al finally see the light and move in this direction or will they just buy up someone like BNT or Tribepad and piggy back into Recruitment 3.0? Only time will tell…..
10. We will share an increasing amount of content and learning via video.
In November 2011, US internet users watched 21.1 hrs of video on the internet, an increase of 35% on the previous year and 22% alone over the last 6 months. It is hard to deny that we are all watching an increasing amount of video over the internet. Facebook marketeers and SEO experts will tell you that video is more powerful as a method of social engagement than text and will massively increase the chance of your website/ career site being found online. Also, a recent case study from Unbounce suggests that video will double your chances of converting a web viewer from your landing page. Recruiters create social content to drive engagement on social sites that will hopefully lead to relevant applications from job-seekers on their websites therefore we should be paying an increasing amount of time to video as a way of massively improving the return from our efforts. As web viewers (read: potential candidates) become more accustomed to watching video on the internet, they will come to expect more video content from potential employers, recruiters and job-sites. Watching a well-made, clever or informative video for 60 seconds is a heck of a lot more engaging then reading text on a web page! We predict that video will play an increasingly important role in employer branding, recruitment advertising and website navigation (i.e. informing job seekers how they can and should apply for your jobs). From an industry standpoint we also believe that recruiters are going to become more at ease with interactive e-learning in line with the wider population. Massachusetts Institute of Technology (MIT) recently announced that it will be making available online all of the content from its numerous courses for free to anyone in the world who wishes to access it. MIT launched a new platform called MITx that will make online learning tools freely available as an open source platform that other educators can use. This is a clear sign that e-learning is going mainstream. We already learn so much from YouTube videos but you should expect to learn more in 2012 from socially integrated, rich and interactive e-learning platforms similar to MITx. Using more video in the recruitment mix and learning from video as a recruiter are going to be two clear trends in 2012. We at Social Talent have big plans around the latter so be sure to watch this space over the next 6 months!
11. 30% of our predictions won’t come true.
OK, so this is an eleventh prediction but of the previous 10, we know that we won’t get it all 100% correct so we are predicting that we will get 3 predictions wrong, but hopefully no more than that. We don’t expect many (nor most) of you to agree with these predictions but please tell us which you do agree with and which you think we are WAY wrong with! Come on, you know you want to…..
Great article.
Is Google + the new Facebook? are you using it and is it worth taking the plunge? Also – thanks for update on MITx.
Thanks Aine, we purposely left G+ out of the predictions as I’m really not sure how it will pan out. I reckon it will become something we all use but not necessarily by logging into G+, more like seamless integration across YouTube, Gmail etc. Its definitely worth spending a few mins setting up a profile and adding your Twitter, LinkedIn and Facebook connections but beyond that, its wait and see I think….
I recently signed up for Google+ and have started using it more and more! It’s quite a bit different than Facebook. One of the things that I like about it is apparently activity on Google+ is far more impactful for SEO (Google Search), which is always a good thing for brand awareness. I think people are craving for something new… but… I still think the primary platform will remain Facebook for some time!
Great post! We’re seeing a tremendous increase in adoption of video interviewing as a pre-screening tool with about 97% of candidates having access to a webcam.
Thanks Christopher, I’m wondering how many employers will actually use video screening in the 2nd and 3rd stages of the recruitment process during 2012? It’s a no-brainer for pre-screen but there is also huge value in its adoption as a final or mid-stage screening process also.
Interesting predictions! Video interviewing is one which has been sitting for a few years now waiting to really take off so I will be watching closely to see where it goes in 2012.
In relation to the ATS market, price points are certainly been driven down as it is becoming more commoditised particularly in a SaaS model. Vendors who will be successful in maintaining revenues outside the freemium model will be the ones who either continue to develop their product or who can offer more than simply providing software licensing, working closer with their customers to help them achieve their recruitment objectives.
In 2012 I certainly see video continuing to increase in popularity for sharing content, those who effectively use this in recruitment will see success.
Holly made an interesting point in relation to ATS providers in that other licensed software providers have been steadily moving to monthly payment models of late and this might be another ATS trend that we see in 2012. The idea being that it promotes better ongoing customer service quality as the customer has to always be satisfied rather than just once a year at renewal time. Thoughts on this Stephen?
I’m curious. You’ve made several predictions regarding population usage of various platforms: what modeling tool are you using to generate these numbers?
Taking one example in particular:
Where did you get this 30-40% number?
Hi Brian, the most saturated LinkedIn markets are the US and the Netherlands where 30-40% of the working population have a LinkedIn account. Ireland is a close 3rd with 28.5%, up from 15% this time last year. The growth trend to date for less developed markets (by developed, we mean LinkedIn saturation and usage, not economic development) is on par to where the Netherlands and Ireland were 12-18 mths ago, hence our prediction that these markets will reach similar penetration levels during 2012
Interesting stats. It will be an interesting year to see if certain staple programs (Facebook, Twitter, G+,)will maintain any form of interest; or if a dark horse comes in and sweeps the world in SM. Percentage wise its interesting if the growth remains relevant as we become more of a global society and less bound by country-boundaries when looking for the next great opportunity. Thanks for the read, my friend.
Monthly paid licenses are becoming more popular as with the adoption of SaaS, purchasing access to an ATS/CRM etc requires less of a commitment and providers who be substituted much more easily.
This is certainly the way to go for the lower end (in terms of cost) systems. Typically these are off the shelf, where users require little customisation which can be the case for many organisations. It will certainly help the further adoption of use of ATS systems by organsiations who are using manual systems. I would say in cases where annual license costs are up to about €6000 per year, and are low touch customers, this will keep providers on their toes.
For organisations who require more than simply access to software with some support, there are benefits in the model of annual licensing or longer. When both the customer and the provider enter into longer terms contracts it provides a level of commitment from both sides to put in the necessary effort and resources to make the adoption successful. It somewhat a case of you get what you pay for.
That said, I would suggest that where organisations are paying in excess of €6000 that they ensure that they are getting more than simply access to their vendors software but they are also tapping into the necessary resources & expertise from their vendor to make their adoption of that software successful, in addition to receiving a high level of support.
But that’s only my opinion!
NIce piece Johnny.
B
Very interesting regarding Video Interviewing and ATS, Thank you
[...] and the US). In 2011 the world embraced LinkedIn, and it will continue to do so in 2012. We predicted that LinkedIn will reach 300 million members by the end of 2012, and it’s clear to see why. [...]
Some great stuff here – I hate yearly predictions blogs – they’re often lazy. This isn’t. Respect.
I side with you on many of these points.
Video interview – well it’s happening – well through Skype, etc.
Video CVs? Jeez though – when will people realise that this is just not going to kick off. 2 years ago at #TruLondon I argued this point with Marie Journey who said it would be massive anytime now (then). 2 years on, they are still rarely evident, and rarely good. It’s a selection killer or at least, a divider. Bad advice to do one.
Video Creative CVs however, a different matter – I see a growing place for these – but the challenge is the technical ability required.
As for BNT & TribePad – great products that I wholly support – but they are NOT going to be 2012′s replacement for Job boards. Let Bullhorn Reach & LinkedIn be the first likely replacement on a grander scale, and then maybe in 2013 BNT & Tribepad will have the usership required. Job boards are like you say, broken (never dead). But they are still massively used by both hirer and candidate on a grand scale. It’ll take a lot of BNT-syle axes to chop these trees down.
Good debate though – Sorry to miss you at #truDublin & looking forward to catching up at #truLondon.
Thanks Steve; I had a great chat with Ed Hendrick of Sonru at truDublin last month who pointed out the difference in video interviewing and video assessment, something I had never really paid much attention to. The former is definitely being done on things like Skype, which is perfectly adequate but video assessment is a different animal altogether. Eircom (Ireland’s BT) has been using video assessment to pre-screen customer service and retail candidates for some time now; massively saves time on face to face interviews. Even a Skype call requires you to stay on the call for a respectful amount of time before you end it, despite that the fact that you may have made up your mind in the first 30s! Video CVs are definitely a non-runner, with the exception perhaps of creative types, like you say.
You may be right on the BNT/ Tribepad thing, innovation can take longer. Let’s hope if I’m wrong, it will be only a question of timing!
Looking for forward to pints at #truDublin next month my friend; you better rest your vocals for the karaoke!
Great post! We are clearly believers in the video interviewing trend at Take the Interview. It’s also clear that there will be a proliferation of videos that market employers to talented candidates and enhance brand awareness. Nice work on highlighting some of the trends. We’re also big believers in the growth of mobile apps/services for recruiting and utilizing twitter for recruiting purposes.
Great post and some good comments also.
Firstly I dont think anything will “take over” job boards, their growth year on year (well some anyway) supports that they are still very much alive however I do feel that adaption to current trends is needed.
The ATS discussion is an interesting one as very rarely do I hear from someone who is completely happy with what they have! The problem I see with monthly subscriptions is that it takes time to implement an ATS and get people using and trained. This all costs money and therefore maybe across the SME market it could really take off but across large corporates it will be interesting to see.
Video CV’s and Video interviewing, well have a look at the guys at Innovate CV they have functionality to add Video to CV’s as well video interviewing. I think this is a major benefit in reducing time on face to face interviews.
I think that the more technology and social media sites appear then the wider recruiters need to cast their net and look to using effective channels, wheter job boards or the various social media sites out there.
Thanks for your feedback Mike. For the job boards sake, I hope they dont get “taken over” but it happens. It happened 10-15 yrs ago went print media advertising of jobs was taken over by the job boards and it has the potential to happen again with LinkedIn and Facebook advertising. I’ve been waiting 3-4 years for the big job boards to “evolve” and am still waiting…. but you’re right, their overall web traffic is still substantial yet employers and recruiters are finding them less relevant. I reckon the web traffic remains high as no other competing product has really cracked recruitment advertising yet.
Your point on ATS pricing is very valid; maybe it will start with the SME’s and trickle up over time or perhaps never at all. All I want to see is some sort of product and pricing innovation, even if it fails.
Wishing you a successful 2012 no matter what eventually transpires!
Very illuminating article and a great read. Thanks.
Certainly, the trends we are seeing in terms of uptake in Video Interviewing, Assessment and Selection has been explosive. I predict that video in the screening and assessment part of the recruitment funnel will be ubiquitous by 2013.
Third-party Recruitment Platforms will emerge as the New Job Boards? of course you praise social since it s written by social talent… But come on seriously now… not even a word about indeed the now biggest job search website on the planet?
Thanks for your input Lucas. I don’t advocate Social because I work for a company called Social Talent; I created a company called Social Talent because as a recruiter I saw social take over as my source of candidates and key marketing channel. There’s a big difference.
Most job boards are indeed on the way out as they market to the masses and hope for a tiny % of a high number yet every other marketer is moving towards marketing to niches and converting a high % of a small number. You are right to bring up Indeed as they are the most popular job board in the world but let’s be fair, they are primarily an aggregator or scraper and their quality of traffic is poor compared to the other job boards (measured in terms of time on site which the other sites such as Monster and CareerBuilder generally beat by 50%) and number of relevant applications received. They are excellent at recruitment SEO but I have yet to find an agency or corporate who cites Indeed as their top source of hire. If there’s one out there, I’d genuinely love to hear from them. I personally don’t care where the talent comes from as long as it can be found easily and at a reasonable cost. If Indeed or other job boards can really deliver that, then I’ll be changing the name of the company to Job Board Talent ASAP.
[...] 10 Predictions for Recruitment & Staffing in 2012 Posted on May 11, 2012 by csBlogAdmin The Crescent Solutions team thought we’d share insights into recruitment from Irish Internet recruitment trainer Social Talent, which has announced its “10 Predictions for Recruitment & Staffing in 2012.” [...]
[...] While the gap between mobile usage and pc usage is rapidly widening, many employers are slow to bridge that gap. Mobile-optimized sites are still coming along, but job seekers are not waiting. There has been a 400% lift in traffic via mobile operating systems to job boards during 2011 (Social Talent). [...]
[...] http://www.socialtalent.co/resources/?p=3940 [...]
Greetings Jonathan. I’m always last to comment on a post but wouldn’t be fair in this case to comment with the benefit of hindsight as we are already nearing the end of 2012!
However I would be looking forward to your 2013 predictions and thought it would be cool to continue from a previous years predictions perhaps looking at how things panned out in actual terms and as per prediction 11, what percentage didn’t come true?!
I consider that many recruiters are still not getting it and in broadcast mode only. Even today are still on the fence and thinking should we instead of how can we – hence holding back progress and change and even if they dabble at a tip of an iceberg, most are still broadcasting and shouting one way on a two way highway. Of course, the mainstream revenue stream is in the transactional still and those are concentrating on the next deal old using the old models mostly only open to the shorter ‘active only’ candidate window [which include JobBoards].
However the tectonic plates must move at some point as the pressure of the very audience expectations move away fast from the conventional which after all had provided such a poor candidate experience.
So not withstanding technologies, platforms & mobile etc. will humans themselves and mindsets shift in 2013 I wonder?