We don’t need to tell you that the competition for talent is fierce, or that the way we recruit new talent is evolving. With record low unemployment rates and new generations in the workforce, the game is changing and we need to leverage new tools to keep up. The good news is there are a wealth of recruiting technology solutions and guidance available, designed to deal with the new reality of finding and hiring top talent. In our previous article, we discussed leveraging technology to manage your existing talent pool. In this article, we will share some tips and resources for leveraging technology to take your recruiting process to the next level.
In “The New Model for Modern Recruiting: Continuous Candidate Engagement,” recruiting software company, Jobvite, points to a candidate-centric recruiting model that encompasses both technology solutions and strategies to continuously engage candidates in the right way, from first look to first day. Jobvite points out that talented candidates have more choices than ever before, are more informed, and they care about your brand more than ever. A solid recruiting strategy is therefore no longer about transactional processes, such as filling out an application or sitting down for an interview, but about building relationships and creating a candidate experience.
Most companies have a brand they are proud of, but not all companies leverage this brand to attract applicants. Highlighting your company’s vision, mission and goals consistently in all communications is a great way to attract candidates with similar values. Consider applying some of your marketing budget toward refreshing your career page and social media sites to ensure that your company brand is clearly conveyed. Use those same brand messages in your candidate outreach on social media and marketing campaigns, and be sure to get your current employees on board to share the message. These extra marketing efforts are an important part of the strategy to attract passive candidates to your career page. Candidates also use mobile devices to review company websites, read employee reviews, compare salary information, and connect on social media, so companies that optimize the experience to allow for social media sharing will benefit from those encounters.
Above all else, make the process easy! Use click-to-apply job applications with short questions, allow integration with social media sites, and document management tools to make the process easy for candidates. Once a candidate applies, stay in contact with them. In the current job market, it is critical to your recruiting strategy to build a talent pool that stays engaged, so that for subsequent job openings you have a pool to call on to apply. According to the “2019 Recruitment Marketing Ideabook” released by another recruiting software company, SmashFly, communication is a competitive differentiator in recruiting. A solid communication strategy will include human interaction, feedback and engagement with candidates for future roles, not just the one in front of you.
Collaboration between hiring managers and HR is the key to speeding up the hiring process, which allows you to get better talent in the door faster. A solid applicant tracking solution will allow recruiters and managers to better communicate with talent, build talent pools, and better collaborate internally. There are numerous emerging technologies that allow you to engage candidates, offering solutions like text recruiting, chat bots, artificial intelligence (AI), and integrated video interviewing. While we consider these technologies to be “emerging” we anticipate recruiting technology will move very fast; work with a consultant that has knowledge in recruitment technology to help you identify the “must haves” and “nice to haves” in your solution, recommend appropriate vendors based on those needs, and then guide you through the process of selecting and implementing a solution for your organization.
If you already use a recruitment tool, periodically evaluate the data delivered by your applicant tracking solution to understand what is working or not working in your process. SmashFly suggests that the new ROI is “Return on Insight;” you want to make sure that your recruiting solution can give you the analytical insights to shape your recruiting strategy. SmashFly highlights a few examples of the insights an analytics and recruiting platform can provide:
Expect that AI technology will evolve the world of recruiting. While we don’t believe the personal touch of recruiting and talent engagement will ever go away, there is a real opportunity to provide a more consistent, non-biased selection approach through automated intelligence. Watch for AI to bring about enhancements in chat bots, interview scheduling, job advertising and sourcing.
Shannon works with clients to streamline their HR business processes with technology solutions.
As a technology consultant, Shannon works with clients to streamline their HR business processes with technology solutions. She provides guidance as clients evaluate their current state, needs, and processes, and then connects them with appropriate vendors to meet their needs. Her specialty is technology implementation projects with a focus on organizational change management. Her knowledge, professionalism and willingness to help both internal teams and our clients have earned her high recognition with clients.
A recent survey by the Society for Human Resources Management (SHRM) reported 94% of leaders feel employee engagement is an important or very important workforce challenge. An engaged workforce increases operational income by over 19%, while a disengaged workforce can drain over 34% of an organizations’ operational income. Additional risks of low engagement can be seen in increased turnover, low customer satisfaction ratings and even increased employment litigation.
Employee retention continues to be a top concern for employers, even more so than last year, according to a PayScale survey of more than 4,000 executives and human resources professionals.
In 2014, a staggering 59% of employers were more concerned about retaining talent than anything else. Five years ago, only half of those employers thought retention was their number one concern.
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