The recruitment industry is changing rapidly and candidates and recruiters need to adapt quickly to ensure success, whether they’re looking for a job or are a manager trying to recruit new talent. The shift in importance of networking over the last few decades has accelerated, particularly in the last two years.
Networking has always been a key element in the recruitment of new talent and traditionally was done face to face at industry business events, exhibitions and seminars for example. The introduction of social media channels just over a decade ago has changed the methodology of networking towards platforms like LinkedIn and AngelList which have tools to help both recruiters and talent create new business relationships.
Networking plays a key role for recruiters because finding experienced and qualified talent is made easier when they have built a pipeline of potential talent for roles they have in mind. It is not unusual to find recruitment agencies roaming around industry conferences and events on the look-out for potential candidates. Equally they also trawl through online platforms searching for people that may fit something they are currently working on.
For talent on the look-out for new roles networking is becoming more important in their job search. With so many fake job postings and online job boards becoming less and less effective more people are securing interviews and job offers through their networks. LinkedIn have made it really easy for talent to amend their online status to ‘available’ visible to recruiters only. Although this is a passive strategy if they have built a good network of connections the change in status may get picked up. A more proactive strategy would be to contact relevant recruiters already in their network directly. Of course, it helps if there is some kind of relationship already.
Face to face networking still has a key part to play because meeting someone in real life always provides more insight into that individual and once the business community opens up to in person events, they will be sure to play a key role in the future of networking when combined with online platforms. However, building a good business network takes time and effort but recruiters and human resources can look at using more effective recruitment and selection strategies with tech hiring tools which can reduce costs and time of hire particularly for those hard to fill open roles.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.