Recruitment Technology

Hiring top talent takes a combination of creativity and effort. Recruitment Technology makes it easier to publish your job postings to a broad audience—but to connect with qualified candidates and drive the excitement about the role and your company, you must project.

There are a few hiring strategies to help you attract job seekers, create a very memorable first impression of the company and successfully hire–top candidates.

Recruiting strategy–

A recruiting policy is a tactic to identify and hire excellent candidates successfully.

These are starters that can help you attract job seekers. They extend from basic methods, like posting on job boards, to more advanced techniques, such as creating a referral program. You can implement the hiring strategies at every step in the process.

                           Identifying the Hiring Requirements

You need to find out what the job Needs you have in the first place, whether a job opening is newly formed or just quit. Therefore, your Recruitment Technology process should start with identifying the vacancies that exist followed by analysing the job description, including the knowledge, skills and experience needed for the role. 

See how you can determine your hiring needs–

  • Performing Skills Gaps Analysis in your present team—Check if you have new Recruitment Technology in terms of performance, ability or personality. Check if you need someone to take care of something that is not being addressed currently. This will tell you if there is a hiring need.
  • Keep a watch on input versus output when it comes to your HR management. See if there is an increase in work that needs to be addressed by recruiting. 
  • Frequently check performances and make a list of missing qualifications, skills and proficiencies that you need to add to your team. This can also signal towards hiring needs.
  • Handle Candidates like Customers

Whether it is a phone screening or in-person interview, a candidate’s first impression of your company is important. It would help if you made them feel you are as excited about knowing them as they are, about being considered for the job. One of the great recruiting techniques is to treat interviewees the same way you treat your customers—

  • Be mindful of their time– Whether it’s a video conference, phone call or a personal meeting, always show up on time. In case you are running late for some reason, make sure you let the candidate know in advance.
  • Be hospitable–When a candidate comes for an in-person interview, make them feel as comfortable as you can.
  • Make yourself available. Provide candidates with your contact information so that they can reach out with questions and concerns throughout the process.

Consider Social Media–

Social media is an excellent hiring tool. It allows you to share job postings with your entire network and encourages a two-way conversation. Even if the people you reach are not interested in the role for which you are hiring, they may likely know someone who is might be a good fit. By sharing photos and videos of the company events or day-to-day office life, you give potential applicants a glimpse into your company culture.

  • Introduce an Employee Referral Program

Many employees may be already sharing open roles with qualified contacts in their network so that a well-developed employee referral program can improve this behaviour even more. By offering incentives for referrals with bonuses, you can create excitement and motivate your people force to absorb the best talent, into the organisation.

  • Create Job descriptions—

Writing an attention-grabbing and perfect job description is crucial to engaging with qualified candidates.

 Here are a few tips to consider:

  • The more precise your title, the more effective you will be in piquing the interest of the most qualified and interested job seekers.
  • Furnish an overview that gets job seekers excited about the role and the business.
  • Include key responsibilities, hard and soft skills, day-to-day activities and explain how the position fits into the organisation.
  • Look over resumes posted online—

Employers must quickly find applicants by entering a job title or Skill Ontology and the geographical area. You can narrow down results by criteria such as years of experience and education level. By creating a Resume Alert, you can receive daily emails with links to new resumes that match the requirements for the positions you are looking to fill.

  • Reflect on Previous Candidates—

Often when you hire for a particular position, there are a few talented candidates that end up not cutting because of timing or other external factors. When you’re recruiting for a similar position, consider re-visiting the resumes of past candidates. These candidates are already familiar with your establishment and may have picked up new skills and experience since you last spoke.

  • Talent Search—

Recognising the right talent, attracting them and motivating them to apply are the most critical aspects of the hiring procedure. The job listings must be advertised internally to generate referrals as well as externally on popular social networking sites. Hiring authorities can also perform job fairs and promote openings in leading industry publications to cast a bigger net.

  • Interview—

The shortlisted applications will move through the interview process before the final decision making. Depending on the extent of the hiring team and their unique Recruitment Technology requirements, many interviews may be scheduled for each candidate.

                 *Video Interviewing or Telephonic Screening

This is an easy, quick and convenient way to screen candidates and their abilities. The interview is also your first opportunity to leave a lasting first impression on the candidates. While you need to keep your first interview short, take time to screen them against the knowledge, skills and experience expected in your job description so that you can eliminate the irrelevant Skills Profiles first.

                  *One-on-One Interview—

One-on-One interviews can last long as this is the last step before the recruiter does a final evaluation and makes the offer. 

The concluding interview may be conducted by the top HR management and are typically extended to a tiny puddle of standout candidates. 

  • Evaluation and Offer of Employment

This is the last step of the hiring process. Do not take for granted that the candidate will accept the offer. But, if the candidate has completed all the paperwork and waited through the selection process, the odds of accepting the offer are high.

The Recruitment Technology process is not easy, but if you have a structured format to follow, you finish up with more time to stay focused on finding the perfect fit for your business.

Based on the Skills Research, it’s your skills can maintain the most comprehensive Skills Ontology, provide them in the form of different benefits for other HR workforce and offer simple applications for better Skills Management.

We aim to bring improvement in the quality Skills data across the global Talent landscape, which is the answer to maximizing knowledge and Skills Matrix.

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