Recruiting new talent is an integral and most crucial part of business and it’s not confined to just analyzing resumes and conducting interviews.
Businesses across the globe are constantly looking for potential talent and getting them on board. Recruiting is a tedious and arduous process and may take months or even years to find a perfect candidate. The longer the duration of recruitment, the more expensive it is. This sometimes leads businesses to go over budget or settle for an applicant that does not meet all their requirements. Technology can help businesses can expedite the hiring process and take it to the next level.
Today, there are multiple tools that can be used to improve the hiring process. Some of the most popular technology applications in promoting a new job opening include online classified ads, social media networking, job portals, and mobile apps. These tools help businesses broaden their target market and allow recruiters to connect with more qualified applicants across diverse sectors.
Listen to the Podcast: Interview With Sanjoe, CEO of Talview
According to Sanjoe Tom Jose, CEO of Talview, “Technology today can provide you a lot of insights on how you can objectively compare two people. Like how strongly the candidate’s behavioral profile is aligned to the requirements of the particular job is one of the most important criteria in job success.”
Experts say other than technology applications, recruiting software is a critical tool required to track and manage applicants throughout the recruitment process. The technology software helps recruiters streamline the hiring process and make it easier and effective. Also, it leads to filling up positions quickly and cutting down on a lot of the company’s time and money.
Resumes are considered to be one of the most powerful weapons to create an impactful impression. If the resume looks too wordy, recruiters may end up wasting time browsing through the details whereas too little information can create a wrong impression as there are high chances of missing out on important information that needs to be communicated.
With millions of job portals available online, candidates have an opportunity to present their experience and skills in a visually appealing manner.
Develop a powerful employer brand
According to a 2017 Officevibe report, over 75% of specialists are passive candidates who are probably not hunting for jobs but are open to new opportunities. By building a strong employer brand, businesses can reduce employee turnover by 28% and also pull these passive candidates to their businesses instead of their competitors.
If organizations focus on creating a popular employer brand, they won’t have to do as much active recruiting. They will become highly sought-after organizations and perhaps flooded with potential candidates.
Draft better job descriptions
Most organizations write descriptions with a list of job responsibilities and requirements. However, a study done by The Wall Street Journal found that this approach can alienate skilled employees.
It is advised by the experts to combine a bit of marketing, the reality of the role, required skills and competencies, and the company’s culture for businesses to hire the right applicant at the right time at the right cost.
Adopt digital trends and social media
Employees always prefer to get hired by a company that keeps up with the latest tech trends. In the digital age, it is easy to carry out candidate research with the help of public social media profiles. Before hiring an employee, businesses usually conduct conventional background verification for all the applicants. But, social media can provide an all-around picture of the potential candidate as an employee and as a person.
However, organizations must not forget that it’s legally dangerous to let an applicant’s social media activity be the deciding factor in the hiring process.