Everything is now changing people are connecting and working together The internet is enabling the conversations and

there is nothing corporations can do to stop it .

Types of recruitment industries

The recruitment industry has four basic types of firms. 1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment opportunities. 2). Recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource department or department manager will spend time outside their normal duties reading and screening resumes. A professional recruiter has the ability to read and screen resumes, talk to potential candidates and deliver a selective group in a timely manner. 3). "headhunters" for executive and professional positions. These firms are either contingency or retained. Although advertising is used to keep a flow of candidates these firms rely on networking as their main source of candidates. 4). Niche agencies specialize in a particular industrial area of staffing.

NICHE RECRUITERS..
Specialized recruiters exist to seek staff with a very narrow specialty. Because of their focus, these firms can very often produce superior results due to their ability to channel all of their resources into networking for a very specific skill set. This specialization in staffing allows them to offer more jobs for their specific demographic which in turn attracts more specialized candidates from that specific demographic over time building large proprietary databases. These niche firms tend to be more focused on building ongoing relationships with their candidates as is very common the same candidates are placed many times throughout their careers. Niche firms also develop knowledge on specific employment trends within their industry of focus (e.g. The energy industry) and are able to identify demographic shifts such as aging and its impact on the industry.[1]

As per annual recruitments industry trend 2010-2011

Turnover in temporary/contract staffing has returned to 2006/2007 levels at 22 billion compared to its low point last year of 17.8 billion, a rise of 24.1 per cent Permanent recruitment also rallied to reach 2.5 billion in the past year, a massive 37 per cent increase on 1.8 billion recorded in 2009/10 Volumes of perms placements rose by 38.3 per cent from 436,822 last year to 604,193 in 2010/11 while temp placements were up 19.3 per cent and top the million mark again at 1,049, 333 compared to 879, 000 last year

As per Ma Foi..
Despite an economic downturn in the country as a whole last year, the job market in India continued to perform well in the third quarter of 2011. The Labour Bureau of the Ministry of Labour and Employment's latest statistics show that there was an increase of 3.15 lakh between July and September of last year, as the job market flourished. Sectors which performed the best throughout this period were IT jobs, as well as those in manufacturing. The Labour Bureau of the Ministry of Labour and Employment said in a press release: "The upward trend in employment has been continuously maintained since July 2009. During the quarter July to September 2011, employment has increased in respect of all sectors except Leather and Transport where there was a marginal fall."

Industrial statistics
The Indian Employment Industry has always been bereft of reliable data and has never afforded accurate data for a variety of reasons. This is because, the industry is & has remained very scattered in terms of Spanned over a large geographical area. Lack of adequate & proper registrations with the appropriate Govt. bodies. An organized sector complemented by a very strong unorganized sector. Consequently even from the government's point of view, capturing & mining this data, across the sectors has always been a great ordeal

 The size of the Recruitment Industry is estimated at Rs. 20,200 Crores. Growth of the Industry Search Selection Staffing 50 % 50 % 70 % ERA is presently getting into a structural research to define the industry in a more Scientific way Geographically, Sectorally, Verticals wise, Industry wise etc.

Current statistics relating recruitment industry..

A drop in industry turnover to 22.491 billion compared to 27.006 billion in 2007/08. This represents a 16.8 per cent decrease in overall turnover. Temporary placements fell from 1,220,310 to 1,068,197, a contraction of 12.4 per cent. Overall turnover for temporary/contract staff went down to 19.882 billion from 22.730 billion, a drop of 12.6 per cent. Permanent placements decreased from 726, 863 in 2007/08 to 582,803, a fall of 19. 8 per cent.

The future of recruitment industry .

Recruitment today .
A) B) C) D) E) F) G) Employer has a job opening. Employers post job ads on job boards. Job seekers visit job boards. Job seekers apply for job by submitting a CV. Employer reviews CV Employer conduct interviews. Employer offers a job.

Recruitment Tomorrow..
Jobs found almost exclusively online ( not print) Networking much more referral based recruitment via groups and communities. Rich media- video , audio via hi-speed broadband, wifi and mobile devices.

The rise of social media

A solid recruitment marketing strategy is diverse and not focused on a single method or channel. And while social media should not stand alone, it is a valuable tool for attracting and engaging top talent. In fact, one in every six minutes online is spent onsocial networking sites, and 64% of companies have successfully hired through social media and in near future could be 100 %

ThE SpIriT Of SoCiAl cOmPuTiNg .Is tHe SpIrIt Of LeAvInG vAlUe iN YoUr WaKe

In near future the social networking sites would play a major role in recruiting along with the use of internet and online recruiting

WEBSITES.. Things you can do

-Show all your vacant jobs on your own website. Register candidates through your website and link it with your internal database. Build an employment portal containing video, case studies , FAQ`s , testimonials about working at your company.

SEARCH ENGINES..

BLOGS..
Blog = web log An online diary or journal Anybody can be a content generator and an expert in their field- bad for traditional media Can be set up within minutes online: - wordpress.com - blogger.com

SOCIAL NETWORKING

USE OF TWITTER FOR RECRUITMENTS..

Engage with clients, candidates- relationship & network building. Find leads Employer branding Research candidate Market intelligence

Social media In recruiting = THE NEW BLACK

 Recruitment India is the facebook page for latest trends and industry specific updates in recruitment. All recruiters, consultants, job seekers, employers and HR professionals like this page .

Recruitment 2020- An Executive Summary..

This report is the result of nine months of Demos research, focused on developing possible futures - or scenarios - for recruitment, and to identify their implications for the industry and for public policy more broadly. Recruitment 2020 presents the findings and recommendations from our research. The research process involved over 40 interviews with experts - recruitment agencies, advertisers, employers, interest groups and civil servants; and specialists in diversity, privacy and technology - a futures thinking workshop with industry professionals, and a wide-ranging literature review. Throughout the pamphlet, we adopt the broadest possible definition of the recruitment industry, encompassing everything from outsourcing of temporary and permanent recruitment to advertising and job sites. This represents the most comprehensive and holistic review of the future of recruitment undertaken by any British think tank.

AIMS..
This report has three aims: to offer a guide to those operating in the market for recruitment, from employers and recruitment companies to job seekers themselves, to the important trends shaping society - and their likely implications to suggest ways of improving the efficiency and fairness of the market for recruitment companies by giving that market a clear sense of the future to identify a key set of social challenges which we believe will not be met through the market - and to make recommendations designed to help address those challenges.

Changing workforce
Over the coming years, the workforce is set to become far more diverse, reflecting trends towards an ageing population, greater ethnic diversity, increases in immigration and more women taking up positions in paid work. Here, the recruitment industry plays an essential role as intermediary - helping business understand and accept these changes, and encouraging candidates from this new' talent pool to enter or re-enter the workforce

Technology .
Web 2.0 has become shorthand for a shift in the way the internet is used and understood. It sees the internet as a collaborative tool, where we each have an active role in creating value for one another. Web 2.0 has fundamentally changed recruitment, putting relationships at its very core. Technology too has changed the recruitment experience, from the design and distribution of ads to day-on-the-job simulations. But technology has its limits - how much can we rely on it in recruitment? Combined, the drivers create a serious challenge to the traditional model of recruitment in the UK

Beyond the traditional models..

We make a series of recommendations to support this process. Employers should: 1 ensure that commissioning processes - whether through human resources (HR) or procurement - focus on value rather than cost 2 align HR, public relations and marketing and be clear about core organisational values. Recruitment professionals should: 1 track retention to demonstrate impact 2 demand accountable advertising online to demonstrate impact 3 help organisations learn about themselves by overcoming the insider/outsider problem 4 align the recruitment experience with client ethos 5 find ways to connect with the passive job seeker 6 broker and utilise peer-to-peer relationships 7 use Web 2.0 to build personalised relationships online 8 tap into the long tail.

Conclusion
research demonstrates that recruitment is caught up in some of the key public policy issues of our time - integration and diversity, privacy and the regulation of the internet, and competition and economic success. In this sense the ability and responsibility of those in recruitment to influence and bring about change should not be taken lightly.