Without a doubt, the Covid-19 pandemic has become the greatest accelerator of workplace transformations of our lifetime. How we work, communicate and of course, where we work have changed forever! Whether we like it or not and whether we are ready for it or not.
Just last year, our team and HR colleagues were focused on discussing the “future of work”. I guess it is safe to say that the future of work is here and it is now.
As an employer, you may want to consider adopting new policies or revamping old policies to help your organization adapt and stay on top of issues affecting staff as they gear up to return to the workplace or as they continue working remotely. Some of these policies should include digital recruitment, remote work, and outplacement just to mention a few.
In this write-up, much emphasis will be laid on digital recruitment, taking into account the following:
How we define the digital recruitment process
Why it is essential to adopt this mode of recruitment as opposed to traditional recruitment.
How to build and implement a robust digital recruitment strategy.
The tools used to facilitate an effective digital recruiting process
What exactly is a digital recruitment, you may be asking if you know very little about the interview process? Well, it is the ability to leverage technology to hire suitable applicants for available employment using very little face-to-face interaction. The digital age is changing the way all fields work, across the globe, and HR is no exception. As a result, tools and platforms now exist to help organizations work more efficiently.
Digital recruitment goes beyond posting job vacancies online and advertising on social media, rather it highlights a host of digital tools and strategies that covers the entire recruitment process — from beginning to finish.
These tactics include:
• Digital job board advertising
• Posting on career websites
• Mobile recruiting
• Utilizing online assessments
• Social recruiting
As already discussed, digital recruitment refers to the process of using technology to find, attract, analyze, select, and hire candidates to fill an open job role. There is a high probability you may be using one or two of the approaches listed above. However, unless you are using most of them, you are probably not implementing a genuine digital recruitment strategy.
The Essence of Organizations Conducting Virtual Interviews to Hire Candidates amidst the Coronavirus Pandemic
The current coronavirus crisis has pushed businesses to incorporate new virtual technology to interview candidates. HR should partner with recruiting leaders to ensure they can successfully utilize recruiting technology to create a positive candidate experience. Gartner poll found that 85% of organizations are utilizing new technology to onboard employees. Virtual interviewing has become the new standard for recruiting leaders and candidates. Ms. Smith added, “The most successful organizations provide candidates with the same level of information and feeling of connection with the organization as they would have with an in-person interview or onboarding experience.” Thus the new norm comes with a lot of exciting benefits and adventure for businesses that are open to change, which includes:
• High efficiency: Sourcing, selecting, and hiring candidates takes limited time. This is because communicating with prospects is far more manageable and concise.
• The returns on recruiting digitally far more exceeds the traditional recruitment methods because organizations can hire top-performing candidates within a shorter period to minimize costs.
• A widespread reach: You are able to reach far more remote applicants including global talent, as well as candidates that are more passive.
We do not know about you but the ability to avoid sitting in traffic to conduct an interview alone is a win-win for us. In our next article, we will discuss the steps and tools used to implement an effective digital recruiting process.
We are excited to share more of our digital recruitment process at our upcoming Digital HR Training and Learning Workshop on September 30, 2020. Give us a call to book your spot.