Talent Acquisition over the decades have seen a transformational shift in its nature. In early days it was seen as a part of administrative job to find people that could do work. Recruitment was mostly done through reference or through newspaper postings. The patience involved was huge and it was not considered as a recruitment process.

Gradually with rise of cross boundary business this administrative operations carved out as a head hunting business where several job portals came into business. Through these portals recruiter role was clearly demarcated. They were engaged to review, screen, shortlist and interview candidates. Take decisions and trust people that they can perform the work.  With that came up staffing solutions to find the right talent. 

With technological innovations, recruitment became more of headhunting where through social media profiles people are assessed and are matched with relevant jobs. They are assessed on different criteria’s and their ability to perform job. 

The recruiters are no longer just recruiters for screening and shortlisting candidates. They are the career advisors. As with AI their administrative tasks have reduced. A significant part of their work time they spend on interacting with candidates. They have become brand builders and marketers. Companies expect recruiters to attract top talent through marketing positive brand image, best practices, potential of career growth and the importance of the role in the company. 

Current age recruiters are significantly depending upon AI technologies to take decisions and make better predictions for performance assessments. They are using AI technologies for talent hunting and making decisions. This is just a beginning of technological transformation with time new areas will be recognized for recruiters to transform their work.