Recruiting

Technology moves fast and as a recruiter, you cannot be exempt from developments and must, in fact, be a leader. This article outlines some of the technology which has recently come into play within recruiting, and it’s your time to get involved to stay relevant.

1. Mobile

Unless you’ve found yourself under a rock for the last few years, you know the web is going mobile. More people than ever are viewing their content via mobile and apps have become a 21st century necessity. As a successful recruiter, you aim to reach the best candidates available, and understanding their behaviour is crucial for this.

Making your website, job board, or resource centre optimised for mobile is absolutely crucial. It will improve potential candidates’ user experience, increasing your chances of gaining a lead or application, and improving your brand authority.

More recruiters are using apps to provide users with an easier way to access job opportunities. From niche recruiters such as Mason Frank International, to large platforms like Smart Recruiters, apps are a seemingly worthy investment. Moreover, technology such as Rake can compile applications for from a variety of sites and help candidates collate their vacancies in one place.

You can expect more mobile recruitment development and as industry grows. It could give more control to the candidate, giving access to more jobs and making prospects more selective.

2. Video

Using video in the hiring process could save time, distance, and creates opportunity for more decision makers to see the candidate.

Video CV’s aren’t new to the world of recruitment, but over the next few years we can expect to see an increase in their use. With globalisation, teamed with a personality driven world, it’s clear why we can expect to see this more widely used. It’s a worthy recruitment technique, particularly because it tests another set of skills within the candidate. Video CVs can give people the opportunity to be creative and helps those candidates who can to stand out.

3. Automation

Automation has been used within sales and marketing for some time. Finally, we’re beginning to see it being used in recruitment. The customer journey can now be applied to the candidate journey and so much software is available to affect the process. The greatest benefit of automation is speeding up communication and, therefore, increasing efficiency.

Most CRM systems today either have some form of automation built-in, or can be hooked up to an external software. Even if your current data is being stored in the most basic way, it’s possible to at least automate emails which warm up leads, or follow-up successfully placed candidates

It’s possible to extend automation further with platforms such as Sitecore. It makes it possible to collect data from website visitors before they’re even candidates, and enrol them in a predetermined journey that you could result in creating a lead or beginning a marketing initiative. Furthermore, personalisation is now being used through software which can alter content based on conditions that you’ve determined.

4. Social media 2.0

If you are recruiting in 2017, you’re already using social media in some form. LinkedIn, Twitter and Facebook are now part and parcel of recruiting.

It’s important to start utilising your existing networks for more than sharing job ads, but also having conversations that reinforce your reputation as a thought leader. Social media is your opportunity to show the world that you’re an expert in recruiting and you understand the industries you’re recruiting for, in turn, introducing clients. Tap into communities and share knowledge with the right people and you could see a whole new ROI from social media.

Be aware of emerging social media platforms and gain dominance within them as they grow. Just one example of an emerging network is beBee, which dubs itself as LinkedIn for people you don’t know and a networking tool to reach people in your industry.

As tech grows, so will the platforms through which we communicate. Make sure you stay in the know.

Recruitment technology recommendations

  • Audit your mobile capabilities
  • If you’re not already using video, trial it. Use it internally, or involve your client in the shortlisting process, potentially improving relationships and retention.
  • Investigate how you can automate and personalise any of your workflows and processes, or explore any potential platforms/software that would fit into your organisation
  • Stay aware of social media developments to ensure you are communicating most effectively

About the author: Maria Baranowska works in IT recruitment and has a background in responsible marketing and digital media. Maria is a passionate writer, enthusiastic about the development of the UK technology industry.

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