OnRec Conference 2016: What’s over the horizon for recruitment?

OnRec Conference 2016: What’s over the horizon for recruitment?



“Just putting up a job advert now and expecting [the candidate] to do all the thinking isn’t going to be enough…People will move to the solution that has the answer.”

What he said: We’ve seen an evolution. From online advertising to CV databases and professional networking, we’re ready to take the next step using the wealth of candidate data available to us.

Using contextual intelligence, we can start to build a detailed profile of the candidate and cross reference it against other similar profiles to create career recommendations. Rather than simply serving up jobs, the job board has the potential to harness data to really support career development.




“We’re in a position of change, but actually no change has really been seen.”

What he said: Despite the political and media unrest surrounding the aftermath of Brexit, the reality is that it’s still too early to tell what the long term impact will be on the career market. Matt argued that we need to focus on positivity, not the negativity. Job postings have stabilised, suggesting that employers are still hiring and unemployment has fallen from 8% to 5% in the past 3 years. Though we’re undoubtedly in a time of significant change, we need to move away from media scaremongering and focus on delivering the best jobs to the best candidates.




What he said: EU General Data Protection Regulation (GDPR) is coming on 25th May, 2018 and will have a significant impact on the way businesses process and use data. The core focus of the move is to harmonise regulation across Europe and to update regulation in line with latest technologies and strategies with regards to personal information.

Jon strongly advised businesses to consider how they use data using a three step process. First, they should review their data collection processes and identify their legal precedent for holding the data. Next, they should document the assessment process and finally, they should provide an explanation of their legal basis for extracting such data.




What she said: Using simple, free-to-use techniques, recruiters can quickly build up digital profiles of prospective candidates and customers with publicly available information. Using a range of optimised search strings in Google along with some web browser extensions, Laura showed delegates just how easy it is to glean information to help make the transition from a cold call to a warm, meaningful conversation.

We live in the information age. If we use this information for good, by understanding our candidates and providing them the best possible recruitment experience, we should be working to fuel career progression.




In this panel discussion we saw our very own Paul Howells, Founder and CEO of Eteach enter a discussion with some of the industry’s most influential leaders. Among the topics were Brexit and the potential impacts that it may [or may not] have on the online recruitment space, Microsoft’s recent acquisition of LinkedIn and Indeed’s acquisition of Simply Hired. We’ll expand on this in a later blog post.

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