The Future of Recruiting

There are misconceptions of what recruiting may look like in the future. The one I hear most often is video resumes will be the standard. A close second is that advancing technology will take place of recruiters soon. Lets take a minute to dispel these.

What is it that an EEO, OFCCP, ADA compliant organization can see in a video that they can not see in a text resume? What can they recognize in a video screening that they can not from a phone screening? Unless you feel we, as a country, will become significantly less litigious, I wouldn't expect videos to replace resumes anytime soon.

Technology has advanced greatly over the past decade, but has it made finding talent easier? Many will argue that technology has made things more difficult to find talent. There are more resumes on an ever increasing amount of job boards. Passive candidates are more difficult to find, and ultra active candidates are using white type (putting white words on a white background) to help the ranking of their resume.
We live in a talent economy, those organizations with the best talent fare best. If and when Google comes up with an ideal candidate algorithm (even they use recruiters now), will they let Microsoft, Yahoo or other competitors access this or would they keep it for competitive purposes?

One trend that is gaining traction are job board aggregators, such as indeed.com and juju.com. Organizations searching for talent have a tougher challenge, when they pay to increase job board access, they increase the amount of time to post jobs, search resumes and contact candidates. One company that is emerging as a hybrid solution is YourLeap.com. YourLeap uses it's access to all the major job boards and hundreds of minor ones, to locate, contact, and screen through the clutter for companies. The candidates that have expressed interest are rated in a simple, and easy to access method.