Data and technology are playing increasingly bigger roles in recruitment, so it’s something you need to get right! By using the right tools, you will save yourself valuable time, costs, and resources, and increase the effectiveness of your overall talent attraction strategy.
When was the last time you reviewed the technology you are using as part of your talent attraction efforts? Bryan Adams reporting for Inc. recommends doing an audit on your current recruitment technology solutions to assess their effectiveness, and shares a number of technology tips to improve your talent attraction strategy.
1. Careers website content management system
Your careers website is one of the most important ways for you to connect with candidates. A good or poor careers website can make or break the candidate experience. You need to be able to add and update content with ease in a way that is consistent with your consumer brand, which is why having a great careers website content management system is so important. It should also come with tech support and ways to improve your online search results.
“Content is king in any marketing activity and recruitment marketing is no exception. Make sure the CMS you’re using is up to date and is helping you post the kind of rich, engaging mobile-responsive content that can help your talent attraction that little bit extra than your competitors.”
2. Social media management
Social media is critical recruitment marketing tool in:
- promoting your employer brand
- understanding what content is resonating with your target audience
- attracting talent
- sourcing talent.
Candidates will often review your social and online presence before accepting a role. How are you promoting your employer brand, values, culture, and mission? The right technology can help you automate your process by curating content and scheduling posts. (While automation can help you save time and resources, ensure what you’re posting adds value to your target audience!)
Don’t forget to measure your results. What content resonates most with candidates? Check out Mike Parson’s tips on measuring your employer brand, particularly the section on content.
The right technology can also help you source and target the right talent, for example, LinkedIn Talent Solutions.
3. Candidate management system
The right candidate management system can help you rate and rank candidates, so you reduce the time and costs spent on sifting through unsuitable candidates.
These systems can also improve your candidate experience, streamlining your communication methods with personalised, branded messaging to keep them informed, engaged, and happy.
If you already have a candidate management system in place, consider asking your hires on feedback on their experience.
4. Internal communications
It’s important for everyone in your organisation, particularly your key stakeholders (HR team, managers, hiring managers), to be across your current recruitment drive. Otherwise, incorrect information can be communicated to candidates and you risk looking unprofessional, outdated, and may inadvertently damage your employer brand.
Good internal communications allow you to effectively keep everyone up to date and provide opportunities for collaboration.
“It reduces the silo mentality that can exist, especially in big [organisations], and can help to agree quickly and collaboratively on such things as job descriptions, job specifications, timetables, and offers.”
5. Video interviews
We’ve already shared how video interviews can drastically improve your interviewing and hiring practices. Video interviewing is particularly useful when hiring in large numbers, or across locations and time zones when face-to-face interviews are not possible.
“They give you chance to “see” a candidate and their body language, to get an early idea of their personality and attitudes. Recording the interviews allows for the recording to be shared with others involved in the hiring process, to help make collaborative decisions. They give you chance to do an audio-visual assessment of the candidate and move them along the process with efficiency.”
6. Big data analysis tools to inform your decision-making
Data is driving recruitment trends. Analysing the right data can provide you with valuable insights to inform your decision making. Like many organisations, you may have access to an abundance of data, but this alone is not enough; you must have the right tools to analyse it efficiently and in ways that suit your needs and goals.
Nilam Oswald reporting for PC World explains the importance of using big data in your hiring strategy, as the right technology will leverage your data to help you find, nurture, manage, and hire top talent.
7. Automation and AI
You may already be familiar with the fact that automation and AI are becoming top trends impacting recruitment. They are currently taking over repetitive tasks such as screening resumes. Certain AI recruitment software even automates the process of searching for candidates and facilitates your ability to connect with current potential candidates who match your requirements.
“Other AI-based technologies – Chatbots – help you respond to different candidate questions. That way, you [don’t have to] respond to all the questions posed. AI helps reduce the workload, especially where you have to handle repetitive tasks. And, that simplifies your job, improves the general ‘customer’ experience and also leads to huge time savings.”
Using data and great technology not only can drastically impact your ability to save time and resources, but also increase your ability to reach and engage with more talent.
Are you using any of these technological tools? Let us know in the comments.
Source
5 ways technology can improve your talent attraction
Bryan Adams
Inc.
The latest recruitment technology trends and how to use them
Nilam Oswal
PC World