Eighty-two per cent of recruiters feel that their digital efforts in talent acquisition are “proficient or less.” Here are six ways you can optimise e-recruitment practices
Companies who leverage social networking for recruitment had a 49% increase in the quality of candidates over those who remained reliant on traditional sources, according to social recruitment platform Jobvite.
While e-recruitment is becoming more commonplace, many companies are still not employing the solution as effectively as possible. Six strategies for better e-recruitment practices include:
- Track the performance of new hires and use that data to identify the best social network sources resulting in productive employees.
- Keep job applicants engaged by emailing them continuous updates on interview schedules, expected timetable for feedback, and links to recruitment videos.
- Create an exhaustive profile of the ideal candidate, including relevant skills, expertise, and personality needed for cultural fit. Once the information is detailed, configure the e-recruitment system to search for this data.
- Ensure that e-recruitment options are available on a variety of platforms, including mobile.
- Maintain a pool of talented employees who may be recruited as a rehire. These “boomerang” workers have proven skill sets and are known to be a good fit culturally.
- Integrate with payroll to ensure that HR is immediately aware when positions become open, and can advertise for a new candidate immediately. Also, this data can be used to offer current employees emerging opportunities in vacant positions.
“As the competition for talent continues to increase across many industries, your e-recruitment system will be an invaluable tool,” said Nick Southcombe, general manager of Frontier Software. “Leveraging your e-recruitment solution will streamline processes and eliminate paper shuffling, which will enable managers to focus on the important task of selecting the right candidates.”
