October 22, 2018 / GuidesFor Team
Recruitment of the efficient and effective kind remains the paramount concern of Human Resource Managers (HR) today. According to a Jobvite survey, 65% of them interviewed in a survey have admitted that talent shortage is the biggest challenge they face. Finding the right candidate who has the right skills and is the right fit for the company is half the battle won. Encouraging him to stay for the long haul and thus retaining him becomes easier precisely because he and the current corporate culture are a match.
Traditional recruitment entails the age-old campaigns to disseminate information about the job requirements and visiting physical spaces to source desired candidates. Examples would be holding job fairs, participating in campus career talks, and getting referrals from colleagues and employees.
Meanwhile, online job recruitment usually means posting job openings and their requirements on job sites and social media, accepting resumes online from candidates, and then communicating with them through the internet for interview scheduling. Job sites also include applicant tracking features which monitor the progress of a candidate from receipt of his resume, test results, interview feedback from the company managers, to management’s ultimate decision about his application. Online recruitment also is not limited to physical limitations such as distance; Skype, chat, and other live video tools provide a means for video or audio interviews.
While online and traditional recruitment efforts have helped fill in the talent gap in recent years, the latest HR technology is building and improving on those platforms. The results lead to the hiring of more suitable candidates who deliver on performance and would be far more open to a long-term engagement with the company.
First, HR Tech uses software analytics that can increase the precision in identifying the candidates who are the perfect fit for the job. Online job sites do categorize the skills and competencies that an applicant brings to the table, but these only result in a list that the HR Manager still has to study and analyze. Data analytics can do the job for him, identifying not just abilities and credentials but patterns in professional behavior. It can create a candidate profile that will show how far or near the applicant is from the ‘ideal candidate’ that the HR Manager has envisioned. It can provide the HR Manager a short list of the applicants who have the most potential of living up to this profile.
Second, HR Tech capitalizes on the reputation, image, and credentials that the company has built over the years to attract the best candidates from the job market. Brand-building becomes an integral part of the recruitment campaign and is integrated into all activities and every part of the recruitment process. Candidates become more knowledgeable about the mission, vision, products, and services of the company. This gives the ones who are more suitable the opportunity to put their best foot forward and align their skills and traits with the job requirements. Meanwhile, those who do not align with the company culture can see why they will not be a match and decide by themselves not to pursue the application. Their backing away will lessen the HR Manager’s work in the selection process. In closing one door, it might actually open the right opportunities in the right companies for these candidates.
Finally, HR Tech helps the HR Manager identify the rich sources of talent as well as avoid the areas where only a few exist. The software organizes the data coming into the HR Department and spots the locations and regions where the best candidates can be sourced. It also points out the most effective means in encouraging them to respond. For example, HR Tech can show that marketing specialists are best sourced in the booming towns and suburbs where opportunities are growing, instead of the big cities where competition is tougher. It can also advise the HR Manager that the most effective way to engage these marketing talents is through interacting with their personal blogs. LinkedIn is also their favorite social media when it comes to career matters.
Essentially, HR Tech uses data to identify talent hot spots and create more detailed candidate profiles that will show the applicant’s suitability for the job. In promoting the company brand to the job-hunting market, it also makes candidates help in determining their own fit for the company culture. All these combine to assist the HR Manager in increasing their chances of finding the right applicants who can become committed, productive, and engaged employees.
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