The agricultural age was detailed more on physical labor rather than mental wit. There was no much need for Recruiting as we know it today and skills people who had even an eighth grade education and most of what you needed to know, you could learn “on the job" process. During this age retention wasn’t much of a problem because most of the workforce was essentially ensured with the family trade, and transportation options didn’t promote much mobility.
This is the age when recruitment did take place but wasn’t established as a sector until 1926.But suddenly high school education and trade association grew up to “Certify” knowledge and skills. Most people stayed with a single job in a single industry for their entire lives, or made 1-2 moves within their industry-but industries needed experienced managers and experts. The Digital Revolution in Recruiting sparked reliance on directories, databases, and “e-recruiting” services. This is where retention suddenly became a problem, with globalization, increased transferability of job skills, and almost no one staying in a single job or work location for life anymore.
Work in the 1970s revolved around a nine-to-five workday, men supported their wives and children at home and jobs usually involved physical labor. Back when recruiting started, the Internet was a pretty new-fangled thing, "green screens" weren't uncommon and there weren't many resources for recruiters who wanted to reach out to candidates. They would actually receive paper resumes in the mail, scan them with some scarily inaccurate OCR software that made every resume look like it was written in Russian and then input them into their internal database. Times were hard for recruiters!
This can also be known as the dot com era when the Internet was booming and there was a website for everything. Recruiters embraced this new technology, posting jobs on Monster, CareerBuilder, niche sites, local yokels, etc. recruiters advertised the positions, wait for people to apply online and then source the internal database for candidates. Of course, all of these candidates (those contacting by the recruiters and those the recruiters contacted) were all active jobseekers and, therefore, not exactly ideal. Very small minorities of recruiters were doing internet mining to source passive candidates, but these were definitely the exception, not the rule.
The introduction of portals:
Naukri – 1997
Times jobs – 2004
Monster – 1999
Linkedin - 2003
Recruiters were heavily using job boards and resume databases during this era, but there was something new on the horizon - LinkedIn. When the time came where the recruiters needed to hire someone with an exact skill set and realized that even if that candidate wasn’t a viable option, he was probably connected to lot of others who might be a match. Thereby the recruiters started expanding their LinkedIn networks and were linked to a bunch of great passive candidates who possessed the perfect skill set.
This was 2004 and recruiters were officially bitten by the LinkedIn bug. There are many reasons why Linkedin created this hype among the recruiters:
These days, it's all about social recruiting, making connections, engaging your target audience and expanding your reach. It's all about social influence, increasing your network, growing your followers, getting your message out, engaging passive candidates, building your brand and evangelizing your company, etc.
Experience, skills, and subject matter expertise may no longer be enough. Retention of top talent on the planet will be a number one priority for all organizations, in a world where the workforce is “mobile” and the average person holds not only 6 or 7 jobs, but several different careers, in a lifetime. With a looming talent shortage – complicated further by pent-up demand among employees to change jobs –recruiting is entering a new, more challenging era. In this new era, recruiters and hiring managers will have to focus on building relationships with pools of talent, using both existing tools and the social Web to engage professionals to attract the most highly skilled and experienced workers
With the Advent of IT, Recruitment has certainly become more easy and fast. We have softwares which simplify & automate part of recruitment processes. Like for example we have softwares which filter particular skillsets and sort relevant profiles.. Taleo ,Kenexa etc are some reputed names in the HR Software market
In our firm we have a software which makes our work simpler and faster. we have multiple advantages in using such software as it is more easy and fast in tracking the progress of a requirement and closing it soon.
We are definitely moving into newer ways of recruiting or hunting down people (for jobs offcourse), but some older ways of identifying candidates would still come in handy. Namely – Referrals, Job portals etc., after all “Old is gold”