The recruitment sector is evolving with the help of technology and new hiring tools and it’s not surprising that potential candidates are adopting these technologies and adapting their browsing behaviour too. How can talent managers keep up with these changes to incorporate them into their recruitment and selection processes?
There has been a significant shift in recent times away from browsing on desktops to mobile devices. Look at any traffic analysis for online content and it will consistently show that mobile devices beat desktops by at least 10%. This of course has implications for advertisers of any product or service who must ensure that their advertising content and online presence is mobile friendly. Indeed, Google do penalise ‘search’ results for content not presented in a mobile friendly format and they have proactively done this for at least the last five years. This is key when considering adverting open roles on websites and job boards for example.
In the recruitment sector where speed is of the essence in any recruitment and selection process the traditional job boards are somewhat lagging behind and roles can easily get lost in a sea of thousands of competing job vacancy posts. Candidates are increasingly using social media platforms to find open roles and this is not just limited to sites like LinkedIn. New roles are now being advertised using Twitter, Instagram and Facebook and recruiters are gravitating to these platforms. They are ideally suited to those hard to fill digital tech roles because recruiters can quickly find a captive audience or group and rapidly post a vacancy to get instant responses. In some cases, it could be argued less is more, too much detail with long convoluted job descriptions can be a big turn off.
Social platforms like Facebook are investing heavily in their ability cater for the recruitment industry by providing more ‘recruitment specific tools’ and although far from perfect it does present another channel for recruiters. Far from selecting a single channel or platform to advertise vacancies human resources should be using a combination of those available with constant analysis of results and associated costs to fine tune their talent acquisition strategy.
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.