Now that we are moving much of our work to an online format, it is the perfect opportunity to assess your digital recruiting strategy. Recruiters are usually effective online; however, it takes a team to hire talent! We’re here to help you assess and build your online recruiting strategy.
Digital recruitment is the process of leveraging technology to attract, source, select, and hire candidates for roles in organizations. This typically includes leveraging job boards, mobile recruiting, social recruiting, and all kinds of recruiting software. However, there is so much more that makes up a digital strategy.
Here are a few key pieces to kick up your digital recruiting:
Maximize your mobile-friendly careers website. Even though this may seem obvious to you, not many companies are doing it well, or doing it at all. Ensure the site is easy to navigate and only requires a few clicks to apply. Otherwise, you’ll lose out on top candidates frustrated just by the application process alone.
Incorporate technology into every step. Examine (with a fine-toothed comb), your recruiting process to see how technology can make you more efficient. For example, check out auto-scheduling with recruiters and multiple hiring managers (no more back-and-forth!). Additionally, for long interview processes, see if you can import profiles from LinkedIn.
Be present on social media. Employers who use social media to recruit found 49% improvement in candidate quality over other channels. Sourcing, brand awareness, and data gathering all can happen on social media.
Customize your recruitment strategy to your business. If your competitors are using Instagram for business, that does not necessarily mean your company should too. If it is truly useful for your strategy – then by all means use it! (And figure out how to automate it!). Be sure to really think through text message interview scheduling, automated phone screens, and automated rejection emails. All of your communications should reflect your company values, and is especially important with automated messaging.
Partner with technology. Recruitment management systems, integration tools, chrome extensions, assessments, and all kinds of automation tools are out there. Again, it is all about what works for your company. It is important to emphasize the partnership—not the complete overhaul by technology. Be sure to intentionally include the human element to set a personal tone and, most importantly, to provide an excellent candidate experience.
During the current pandemic that has forced us into isolation, it is essential to take a look at your digital recruiting initiatives and evaluate where you stand. Following are some key elements to review:
- Application management – Where do your applications/candidates go online? Who is managing them and under what cadence?
- Communication with candidates – Is it through email? Text message? Online portals? Social media? Whatever it is, make sure nothing falls through the cracks.
- Video interviewing – Common video platforms that also work for interviews include Webex, Goto Meeting and Zoom. I am sure you can think of others.
- Great phone/online connection – It sounds simple, but moving from an office to a home setup may pose initial problems as you set up. Have a back-up plan until you are fully functional.
As always, feel free to reach out to me. We are here to help!