There is no doubt that the recruitment industry has evolved over the years. From the pre-CV days - where face-to-face interviews were held in physical recruitment premises rather than over the phone or conducted via Skype - the industry’s dynamics have changed vastly. And, much of this industry shake-up has been stirred by an up-rise of social media and internet technologies.

The gradual introduction of the internet into the recruitment industry has transformed the way that recruiters recruit and jobseekers seek and apply for jobs. Online job boards and social media sites have become a hub of opportunity for hungry jobseekers who can unlock job opportunities at the click of a button. And, according to new research from the digital marketing agency, TerminalFour, more and more recruiters are turning to Instagram as their recruitment platform of choice leaving the likes of Facebook lagging behind. While some recruiters have been quick to turn their attention to cutting-edge social media platforms to attract candidates, should the industry as a whole be changing up the ways that they currently reach out to candidates?

To find out more, we asked the experts whether recruiters should be changing the ways that they advertise job opportunities or sticking to their traditional recruiter roots. The recruiters weigh in below…

Nick Kirk, UK Managing Director at Michael Page

In a recent survey by Michael Page, almost 46% of respondents stated that they find it hard to know which skills to focus on, or talk about, in job applications and during interviews while almost one in 10 wouldn’t check, or wouldn’t know how to check, which skills were required for a job role. For me, this comes down to the clarity and consistency [of the job advert]. A clear, detailed and precise job description will be far more valuable than a standard run of the mill exercise – for both candidates and employers.

As it stands, employers are potentially missing out on talent as a result of unclear job listings and must adapt to ensure they’re hiring in the most efficient way. In order to streamline the recruitment process, and save valuable time, I would urge all employers to outline what they are looking for in a job description including a skill wish list, avoid jargon, be explicitly clear to:

• Outline what they’re looking for – including a skill ‘wish list’

• Avoid jargon in job descriptions

• Be clear on their offer to candidates – and their expectations

• Showcase company culture

Alan Furley, Director at ISL Recruitment

If you’re reliant largely on traditional job boards then you are missing out. There’s ample evidence that shows that the best candidates are passive, so you have to look at how best to reach them. Also, with employment [levels] being so high there’s a much smaller pool of active candidates in the jobs market.

So, think about where they spend their time and not just hope that they are searching on a particular job board. Rather than relying on traditional job adverts, you could promote opportunities alongside digital content, at industry events, or via social media. 

Produce content that shows candidates you can help them develop their career, not just pitch them a specific job. Create a newsletter that is 90% beneficial content and ten per cent about jobs - not the other way around.  

Another key thing is the format [of the job application]. So much video is now being consumed and platforms such as LinkedIn are prioritising it, so if you’re not creating a video to promote your opportunities then you’ll be left behind.

Mike Richards, CEO and Founder of The Treasury Recruitment Company

I don’t think there is any one place to post anymore. The natural choices before used to be either LinkedIn or Indeed, but it is now impossible to be heard over the noise of 30million other vacancies. I think you now have to seek to engage and build your own audience of like-minded professionals within whatever specific industry you work in. Once you have built your community via the full range of social media platforms - i.e. LinkedIn, YouTube, Podcasting, Webinars or the like – it should be wherever the candidates consume their content. It is only once you have done that, that when you have a specific role to fill, the candidate might be persuaded to apply if they know, like and actually trust you.