Organizations and companies are too in a very different position today as opposed to what they were a decade ago.
The starting point of any successful organization is hiring the right staff. There are countless opportunities for recruiters if they engage with prospective candidates through one of the ever evolving range of digital channels available. Having the ability to source, distill, interpret and publish content will mean you’re in lead and in order to maintain that position recruiters to remain innovative and competitive.
Moreover the online display of an organization’s website is of key importance, keeping it simple, minimizing the number of clicks by providing the right amount of information, detailed job description, progression and benefits offered, to avoid any confusion.
Enable job portals and making it easier for both the candidate and HR department to entertain those candidates, who match the description and have the desired skills.
If you’re a candidate checking out a company you can go to Glassdoor to find out what that company pays and the contentment of their employees. That sort of x-ray vision, the ability to get an insight and peer through the company’s walls at their day-to-day operations is a brand new superpower.
The complex infrastructure and power required to run the Glassdoor platform wasn’t there just a few years ago. Today they return results in a fraction of a second.
On the other hand, recruiters now have better visibility into candidates than ever before—how they work and what they’re passionate about. If you’re a candidate applying for a job, you can bet that your prospective employer is checking out your tweets, blog posts, and your old LiveJournal opinions. If it’s online, it’s fair game.
The technology platforms we use everyday have changed the way we come in contact with each other. Just a few years ago, going on a job hunt meant a lot of “analog” networking or fielding emails from faceless recruiters. Today it often feels just like two people having a conversation and technology plays an integral role. When a recruiter sends you a message about a job via LinkedIn, you’ll notice there’s a tiny picture next to their name. You’re talking to a real human being, not some monolithic HR department.
New social networks, like BranchOut, take this idea a step further by letting users leverage their Facebook friends list to find jobs. Despite the fact that Facebook isn’t branded as a professional firm, a recent study by Jobvite found that 18 million users got their jobs through Facebook connections.
Having a 4.0 GPA from a prestigious institute still has its benefits, but today’s employers put more emphasis on how you apply your skills in the real world, not just on paper. If you’re an aspiring writer you better have a blog that is proof your best work. No matter what the skill might be, the evidence of it shall be there.
The credentials that businesses are looking for today are grounded in real-world, tech-savvy skills.
The old school way isn’t outdated it’s just more data-driven now. Nothing is more annoying than uploading your resume to a company’s site, only to be prompted to spend half an hour copying and pasting its content into page after page of Web forms.
It’s those forms that really matter. They’re the tools for allowing recruiters to filter through massive amounts of data in seconds. Google has long been at the forefront of using big data to surface their ideal candidates. It would take an entire department to manage the sheer scale of their applicant pool, receiving over 100,000 of resumes per month.
The CareerBuilder survey also found that 91 percent of candidates said that a company’s employment brand is a major factor in whether or not they apply. The most flourishing companies understand this and push out content on their Web properties that will capture the interests of their future employees.
Qualified candidates tend to find a few brands that they connect with and keep their eye on those companies’ job postings, Twitter profile, and blog posts. Delivering authentic content to candidates is vital to recruiting in the age of always-on social media. Virtual tours are a great way to give candidates an inside peek.
There’s a strange irony at play here: as recruiting begins to move toward a more data-driven model, the entire process of recruiting is beginning to feel more authentic, transparent, and human.
The pool of recruitment data is growing exponentially, year on year; however technology companies are harnessing that data, focusing on it, in radical new ways, to help the potential candidates keeping them well assisted. Adapting and leverage of technology to both seek out and retain skilled talent.
Adding “apply from mobile” functionality to their ads, getting an applicant tracking system would increase the number of candidates approaching a site which doesn’t waste time with unnecessary information.
Employee referral program is an internal recruitment method adopted by organizations to identify potential candidates from existing employees’ social networks.
Recruitment and talent management need to be treated as one continuous process, making recruiters sharper, more responsive and focused. It can sometimes seem as if recruiters have to operate in a world where they have to sort through through a mass of unrelated information, and deal with applications from thousands of potentially not fitting people. In fact, if technology is used shrewdly, the opposite is true: technology can enable recruiters to pinpoint exactly the right candidates wherever they may be, while avoiding wasting time.
Advances in technology are ever speeding and it plays a major part in our lives. Social media has mass appeal for managing our personal life, but the tools, tactics and innovations in the user experience are now influencing our professional lives, too. Recruitment has not changed in terms of the process – a vacancy needs a suitable hire. However, the landscape, tools, behaviors, expectations and generations are changing all around us. It’s up to us to view new technology less as a complexity issue and more as an agent for positive change. Effectively using new technology will redefine candidates’ recruitment experiences while improving outcomes for the organizations.
