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Posted by on 28 December 2009 | 0 Comments

Tags: December 2009

The increasing globalization of the marketplace combined with an ever increasing shortage of skilled staff and advances in technology have resulted in large scale changes to recruitment practices throughout the world.

Having recently returned from Singapore where I met with recruitment industry colleagues from the US, Australia, Singapore, Malaysia and Hong Kong, it is apparent that the most significant changes to recruitment involve the development of professional employment organisations (P.E.O.’s), the use of email and the internet for sourcing jobs and candidates and the continuing trend towards contractors and temporary staff.

The recruitment industry is gearing up for these changes by developing strategic alliances and global partnering to ensure access to the best candidates world wide.

Professionalism, technical competence and the development of world best practice are the hallmarks of successful recruitment consultancies. Organizations hiring staff continue to undergo massive change in striving to be competitive and profitable. Many organizations have moved to outsourcing all of their non-core activities.

P.E.O.’s have emerged to manage multiple employee groups for companies outsourcing the human resource function. All employees from unskilled positions through to the CEO can, and are, outsourced.

This concept is quite different to the typical approach used by most temp agencies. Organizations of any size can benefit from this approach and employees, particularly those working in smaller companies, have much to gain from the combined benefits that a P.E.O. can offer as a large employer.

Increasingly, recruitment agencies are moving towards sourcing candidates through internet job boards enabling recruitment activity to occur in real time. The ability to recruit internationally has been a huge development and boon for organizations using these services.

Private agencies provide a service to employers using their skill, expertise, recruitment systems and networks to source the right candidates whether currently employed or not for their client companies. The focus in this case is on the employer.

Bernadette Uzelac is Managing Director of People at Work. She has a Bachelor of Commerce degree from Deakin University and a Graduate Diploma in Organisation Change and Development from R.M.I.T..