The pandemic has altered every area of ​​our lives. The labor market is an example of this: the use of teleworking, until then marginal, has spread and is today a tool that many companies use to improve their competitiveness. Another sign of the transformation of the job market during the pandemic was the emergence of phenomena such as the Great Dismissal, the silent dismissal, the loud dismissal and the ‘application of anger’.

There is also another concept that measures how much the job market has changed in recent years, especially since the beginning of the pandemic: reverse recruitment.

What is reverse recruiting. This is a reversal of the traditional job search process. In this case, it is not the company that publishes an offer with the vacancy that it intends to assign: it is the candidate that “offers” through a description of his/her skills, experience, motivations and interests.

In this way, it is the companies that look for the candidate that best suits their needs and, once selected, send them the job offer. At this point, the candidate decides whether to accept the offer and start the recruitment process or reject it.


Solution for today’s job market. Michael Ferguson, CEO and founder of Rainmakers, a Hirewell company, stated in an article published by Nasdaq in April 2022, that the job market is currently tight and companies are immersed in a competition to hire the most qualified professionals.

Required to report salary. As a solution, Ferguson proposed that companies use reverse recruiting, a method Rainmakers specializes in. According to Ferguson himself, this process requires companies to present more information than they usually provide: “In their applications to candidates, companies not only provide details about the position they want to fill, but also provide information about salary and the elements that make it more attractive than the rest of the competing companies”.

Working. On the other hand, Ferguson explained how this recruitment process works in the case of his company. Every two weeks, Rainmakers sends its client companies a list of the best candidates registered on its website. Subsequently, companies send a personalized message to the candidates they intend to interview and they say whether or not they accept the offer.

Benefits. On the other hand, this process is ideal for those professionals who want to find a job but are not actively looking for it. Therein lies, according to Wendy N. Kelly, specialist in Human Resources, one of the advantages of reverse recruitment: the number of candidates is smaller than in the case of the traditional process, which favors the selection process.

Other benefits are the high degree of qualification of the candidates and the diversity, as this is a little-known selection process, the profile of professionals will be different from what companies are used to.

Help for companies. On the other hand, reverse recruiting is spreading in sectors where companies have difficulty finding workers who meet their needs. This is the case of the technology sector, which has recently been affected by changes in the economy, such as rising interest rates and inflation.

Future of the ‘tech’ industry? In this sense, Alan Sperber, director of the human resources department at Code Power -a company specializing in software development that offers services to companies like Google, Amazon or BBVA- stated that reverse recruitment was the future of hiring in the technology sector. .

Differentiate. Companies seek to gain competitiveness in several ways. Some choose to adopt telecommuting, while others decide to return to the traditional face-to-face model. Other companies, for example, decide to establish a four-day work week to differentiate themselves from other rival companies and gain competitiveness.

One more tool. In this context, reverse recruitment is yet another tool, useful for highly qualified professionals who are not actively looking for a job -because they probably already have one- and for companies that need highly specialized workers.

It is the result of the combination of phenomena caused by the pandemic in the labor market and technological development in the area of ​​human resources.

Image: Christina @wocintechchat.com / Unsplash

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