Job interviews, CVs, job advertisements are gradually being modified - or replaced - by the new recruitment tools offered by the web. Jérôme Ternynck (@jerometernynck) is CEO of Smartrecruiters, a recruitment platform he runs in Silicon Valley, USA. He explains current - and future - trends in recruitment.

- The omnipresence of video. It has become an essential recruitment tool. Even if it is not yet in the majority - the face-to-face job interview is obviously still the reference - video has nevertheless become a permanent fixture. Its main advantage: it eliminates travel costs and the time it takes for a meeting to take place. (ND) Skype is the tool that everyone knows for this type of real-time video recruitment, but we can also mention the specialised service created by ImageInPeople or the Irish site Sonru. "The country manager meets the candidates, selects the best of them and I organise the interview via Skype" explains Nathalie Delplanque, HR Director at Fortinet. "I wouldn't recruit someone by phone alone, but the video conversation is very similar to a face-to-face interview".

- Evaluation platforms. They are developing enormously, particularly thanks to social media. It is becoming easier and easier to "test" candidates in a playful way: skills assessment, games, personality tests, job "fit"... And here again, video has a place. For example, the candidate can answer questions and send the video in addition to his or her profile. This is the principle of the American site Hirevue.

- Free and social software. First generation recruitment software is gradually being replaced by more accessible, more social and very often free solutions. Smartrecruiters, for example, has won no less than 25,000 customers in two years. Companies are also increasingly turning to Facebook. Applications, such as Work4Labs, make it possible to create job sites on the social network, thus turning fans into candidates.

• Le big datathe big trend to come. We all spend a considerable amount of time on social networks and on the web in general. As a result, some companies such as Talentbin, Entelo or Gild take the opportunity to index and consolidate our digital footprint into profiles. This leads to the integration of giant databases into recruitment software.

• The gradual disappearance of the CV. Even if the CV, whether printed or in PDF format, remains a standard that is still in place, we will see its disappearance in the next few years, in favour of more interactive profiles that are more easily accessible for recruiters . Companies such as Do You Buzz, About.me, or LinkedIn have already made their mark in this area.