As a result of the advancements in technology, all areas of business have integrated software and transformed digitally. Businesses have welcomed this change in processes such as manufacturing, production, services, data management, but are yet to make their recruitment process entirely digital.
To digitally transform the recruitment process, recruiters need to know how to make the most of the software solutions, that are readily available and are easy to adapt. To do so, let us look at few things that can be changed or incorporated in the recruitment process to make it technologically advanced and efficient.
Have a Flexible Recruitment Model:
To make your recruitment process digitally advanced, you would need a flexible recruitment model that adjusts to the technological developments with time. The first step in developing such a model is establishing your objectives for hiring.
What is the number of positions to be filled and by what time? What would be the parameters of assessment; for example, skills, knowledge, experience, interests, etc. Be clear about job performance goals that you would want the new employees to achieve and what would be your employee retention rate.
When you are clear about the above-mentioned things, you can design a better recruitment campaign and frame a better job description to attract the right candidates. It helps you to make changes in your company’s website and improve your digital presence accordingly and you can control the way candidates find you.
Understand the Perspective of the Applicant:
To understand the perspective of the applicant, you need to first understand their journey. A candidate first approaches job portal like LinkedIn, Monster, to know about the latest job openings.
Then they turn to social media for example Facebook, Instagram, and Twitter to know about your company culture, workspace, etc. After due consideration, they visit your website and finally apply for the job. This is rather a long journey and candidates may lose interest due to poor advertisement or inadequate social presence.
Targeting the Right Talent:
To target the right talent, the simplest way is to provide a better candidate experience than the other organizations they would have applied for. Here are few things to test out yourself to know if you have what candidates are searching for:
- How is your website experience?
- Is the process of recruitment clear to the candidate?
- Is the job description accurate?
- Any takeaways for the candidate if they apply for the said job. For example, a good interview experience.
- Is your job search function easy? Can a candidate apply easily from a smartphone?
Use Technology to Recruit:
Candidates do not want to apply if they experience sloppiness in the interview process. Many recruiters set a date of assessment a week after a candidate applies. This is fine if the candidate is traveling from another state. But for local candidates, it is best if the recruiters speed up the process to retain the candidate’s interest.
Technology helps here to reduce time and enhance the process. You can use skill assessment tools that provide a short test and have questions based on the skills you are hiring for. imocha’s skill library is one of the largest and all you need to do is select the skills, select what test you want to give based on those skills, decide the level of difficulty, and conduct it soon after the candidate applies for a job.
The online skill assessment tools not only provide a detailed report but you also get feedback from candidates that can further help you improvise.
The next best use of technology is to conduct online interviews. You can use Google Hangouts, Zoom, or Microsoft Teams app to interview over a video call. This simply saves the traveling time and candidates as well as recruiters can record their interviews, and reply to introspect responses.
Use Data Analytics to Hire the Best Candidates:
As the use of social media has increased it has become difficult to manually organize each and every application giving rise to need of cloud-based software. A cloud-based Applicant Tracking System (ATS) helps to track applications and manage candidates throughout the process. When AI is incorporated, it helps you identify the best candidates who may not be looking for jobs but can be hired passively. AI also helps in making strategic data-driven decisions to improve your recruitment process.
Remote hiring is on a surge as pandemic has forced people to work from home. Similarly, candidates who need a job are not able to attend the interview in person. As a recruiter, have an option of remote hiring and onboarding so that you can select from a larger pool of talent.
To onboard remotely, have systems that will help you track the new employee’s work and train them initially. Generally, candidates are always looking for a good learning experience and want to advance in their careers. Conduct or introduce an online training program that will ensure maximum employee retention after you hire.
Explore and experiment with the latest technological developments to enhance your recruitment. Not just because they will help you, but the candidates you would be hiring are trying them out. Technology will help you create an impactful recruitment experience and increase your recruitment quality.