It’s essential for HR department to stay ahead of the digital curve in the modern era to remain competitive. But, the task to match with the latest technology is not easy when it keeps evolving every other day. The window to fine-tune the human resource technological demands is to understand the current trends. If organisations understand it, they have a much sturdier capability to keep recruitment strategy on the right track.
Therefore, it is necessary to comprehend the technological state in modern times. Subsequent paragraphs would highlight a few major technological trends in recruiting zone and further the tactics to cope with them:
1) Candidate sourcing has come out to be a phenomenon in recruiting sector. It has become a distinct profession in recent years. Almost every professional has an online profile which, replaced resumes to an extent. Therefore, one can find an enormous amount of data related to almost anyone in the online trajectory. It has driven the development of a unique activity called ‘sourcing’.
Sourcing comprises of proactively recognising and qualifying prospective candidates for a position, irrespective of whether they are keenly looking for jobs. This practice is entirely different from recruiting. Professionals who perform it are called sourcers, and they work with hiring leaders. It’s a separate practice usually a research-oriented and requires digital know-how. It needs identifying how and where to search for distinctive professionals.
2) Following the rise of sourcers, there is an increased supply of specific tools and technologies to support this practice. Such tools help to aggregate the profiles. More specifically, these tools search the web for an individual’s email address. Companies have started investing heavily on these tools that will offer them an edge in locating, communicating, and pleasing required talent for their organisation.
3) These days, employer branding has become a prominent business factor and a marketing mantra in all sizes of companies. Now, employer branding is not limited to the biggest companies; smaller sized companies are enthusiastically involved in employer branding. In fact, they are serious about it. Online available tools have revolutionised the transparency level where one can learn about work-life balance, salary figures, employee satisfaction level, etc. practised in different organisations. The availability and access to such data push companies to maintain the positivity in their organisations. If a company develop a bad reputation, it may lose potential talent. Employer branding has become a source of letting best talent come in with least effort.
Integrating & Practising the Trends
These trends are significant to the recruitment zone. But, recognising the patterns is one side of the coin, the other side is incorporating the vision and adapt the current recruiting procedure to maintain the pace. On the other hand, companies also need to take advantage of these trends.
Following points would highlight the four most effective ways to do that:
Closing the deal with high-level candidates requires a different skill set. Segmenting the recruiting team into separate stages of hiring process such as research, sourcing, recruiting and onboarding fetches favourable results. If companies engage experts to perform specific tasks for each of the stages, it becomes easier to practice a fair recruiting. Those who own small or middle-scale companies should approach outsourcers.
It becomes easier to track and analyse the activities through segmented processes. Tracking metrics across each process is crucial. The company must know their sourcing channels, recruiting team and cost of hiring. Organisations must consider every step including recruiter’s fees (outsourcing) and the time spent on interviews. Moreover, tracking the acceptance rate, interviews hold per week, etc. are some of the important aspects of tracking.
“Better be late than never” would be an encouraging saying for those who haven’t considered practising a good employer branding till now. Companies must make employer branding a priority. Between marketing and HR, employer branding is often missed. Assuming that both the departments are taking care of it would not bring any positive result. By keeping the efforts for employer branding separate, companies can quickly focus on the betterment of it. These days, even potential candidates first consider businesses that have invested quality efforts on employer branding. Such candidates prefer to scan the prospective employer’s profile through various channels like Glassdoor. Ignoring such platforms can be a complete hazard!
Socialising through available online social platforms is doing wonders to companies in building a fair amount of business links and communications. Utilising social channels for candidate sourcing is a plus for business. Here, social recruiting tools are creating a greater impact on the hiring activities by making it much easier to publish, get noticed and tracked the traction. Whatever talent companies are keenly looking for, social media platforms feed all!
Recognising the change is significant in the contemporary times to dog out the oil to burn on implementing technologies. But, what’s unavoidable here – implementing the change to surpass challenges and accept them with practical adoption.