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Best Practices for Digital Recruiting

 

GettyImages-1032524356Gone are the days when a time paper résumé was reigned supreme as the sole determinant of landing a job interview. The present scenario demands for moving away from administrative, reactive, paper-laden HR processes to the tempo of today’s unapologetically fast and transparent digital recruiting world. 

In a layman’s language, hiring is no longer considered as a one-way street where employers can have their pick of eager job applications. In fact, the job search seems to have been transformed into a two-way conversation where both employees and candidates have the roles of interviewer and interviewee.

With the digital revolution taking place at a fanatic pace, every industry, including recruitment seems to be witnessing a major transformation. If you take a close look in the space of a decade, it seems there has been a move away from traditional strategies and walk towards the innovative world of new and exciting recruitment tools and techniques. The following post emphasizes on certain game-changing recruiting techniques that’ll shape your hiring strategy in the future? Here’s an expert insight.

Digital recruiting is about many things (the different ones). It’s more like a multi-faced strategy where you need to engage job candidates and push them to your ultimate career destination. Think of a digital strategy as unique as your fingerprint. I mean it cannot be plagiarized or duplicated or applied to other company. Things never work that way! And I think maybe that’s the reason why professionals lose their path.

Firstly, they need to thoroughly understand the business, the industry, specific markets in the location as well as understanding expectations of candidates. Let’s start with the basics of digital recruitment.

The entire process of leveraging technology to the source, attract, assess, select, and hire candidates for vacant positions. The process includes leveraging job boards, career websites, mobile recruiting, online assessments, and social recruiting. However, most companies these days end up using one of the aforementioned tactics but here I would like to mention a few pointers or special ingredients that make-up a digital recruitment strategy?

 

Let’s spice it up!

 

#1 Mobile friendly careers website

I am sure many of you might find this pretty obvious, but surprisingly, not many companies are doing it. According to several sources, only 19% of recruiters were investing in a mobile career website. If you think that even today optimizing for mobile is still an option then you are heavily mistaken. Take a look at the increasing smartphone adoption and usage. Now have you wondered what actually happens when they open these websites on their smartphones? Unfortunately, they find the submit button not working. Or even worse, their resumes are not getting attached, or any other such inconvenience which sets them back a few steps?

So what people end up doing is they switch tabs to some other website, especially the one which works on their device. As a result, your company just ended up losing a potential candidate. Irrespective of your business, you must Companies must ensure that the careers website, landing pages, or any other digital resources are readable and work on mobile devices.

 

#2 Improve Candidate Experience

Have you ever given a thought on treating potential employees as customers? Of course, every employer wishes to create a lasting impression on candidates, and this could be the one difference-maker that will make your top candidates consider your company as a place that they want to work for. In simple words, creating a positive experience of openness and transparency can go a long way in attracting quality applicants to your company.

Here you can use social and media channels to get your content out, just make sure that your brand message is consistent across all of these platforms. Besides, it becomes very crucial for your candidates to experience the brand without being confused with inconsistent messaging.

The strongest company brands are simple, easy, yet impactful. Here your digital recruitment strategy must ensure that you stand out without losing your company’s true identity.

 

#3 Message Must Matter

Knowing the true significance of creating the right content is very important. With such a vast transformation digital recruitment strategies, appropriate content creation cannot be ignored at any rate. Effectively managing content means identifying the needs of your target audience and providing them with what they might be looking for.

One should know how to differentiate yourself from your competition in your messaging. So what can be done is to tailor your content to specific types of job seekers that you might be willing to attract. Let’s say for example if you are running a campaign to attract interest from a particular generation of job seekers, for example- baby boomers, Gen X, Gen Y or millennials. Make sure you differentiate and customize your message for each group.

For this, you may require understanding their online habits, motivations, and what kind of lifestyle your target audience is mainly attracted to. I must say this is the best time to make the most of get creative with content and use meaningful and relevant pictures or videos to convey and eventually convince, your targeted talent that you want them on board.

 

Lastly, put a bow on it!

After using all the tactics mentioned above, things might seem in a unison like a well-played orchestra. Simply, digitize your recruiting strategy, ensure that any change to the process is only making it more convenient for applicants. Try to make the whole experience seamless for applicants- whether they access the website on a mobile, a desktop, or their tablets.

Make sure that they do not. It is best to use a similar theme on all the social media channels, with the same icons, banners, and company branding to aid quick recognition.

Ensure that the information is consistent across channels to avoid confusion. Struggle with viewing company profiles or information, submitting applications or expressing interest of any sort. For instance, if you announce openings for front-end developers on Twitter, but the careers website that you’re directing the users to was not updated with information on the opening, applicants are going to be left confused and would most probably turn away from the site.

So what are you waiting for? With the transition from dinosaur recruiting strategies to technology-backed modern ones, you can easily make savvy candidates evaluate things like the same way when making a purchase decision.

 

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Author Bio: Charles Richard possesses over 10 years of experience in the business analysis profession. He has written dozens of tech and non-tech pieces on the renowned publication. He also enjoys mentoring BA professionals and his well-rounded knowledge in engineering concepts provided an easy way to make non-technical people understand basic theories. Currently, he is working at TatvaSoft UK. you can visit the website https://www.tatvasoft.co.uk/ to know more about his company.

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