Digital recruitment has now opened up a world of possibilities for candidates and businesses alike.
To appreciate why well-known firms such as Headhunters UK have performed well, see these seven key points which define the cutting-edge world of digital recruitment.
A concise definition of digital recruitment
Digital recruitment involves utilising modern tools such as social media platforms and smartphone applications in order to match prospective candidates with their desired positions.
The role of automation
Automation plays an important role within the digital recruitment process, as it can save a significant amount of time and reduce logistical mistakes. Common examples include targeted emails, auto-complete forms and digital HR software for rapid data entry.
Leveraging the presence of social media
Social media is one of the most powerful digital recruitment tools, as it places employers in direct contact with the candidates in question. Furthermore, professional-oriented sites such as LinkedIn are often used during the initial qualifying process; providing employers with a level of insight that might not be possible with traditional methods.
Tailor-made candidate selection methods
Another benefit is that companies can develop flexible hiring strategies. This scalable nature will streamline the overall engagement process and it can often be used to narrow down a decidedly large demographic. Therefore, recruiters and HR representatives can focus their efforts in the right direction as opposed to expending resources on candidates who are not entirely suited for the position.
The ability to obtain vital feedback
We need to remember that the recruitment process should always represent a two-way street. If firms are able to appreciate how they are perceived, it is much easier to make any necessary changes. Thus, digital recruitment will often involve asking candidates to rate their experiences once the process has been completed. This approach also illustrates that the business cares about public perception.
Conveying “company culture”
Studies have found that 80 per cent of Millennials are very concerned with the inherent values of a company as well as its brand identity. Digital recruitment enables firms to display their long-term goals as well as what type of candidate they require.
Proactively tracking important metrics
Finally, digital recruitment allows companies to monitor key indicators so that their hiring objectives can be achieved. Examples include improving the number of candidates applying for a position, focusing upon a specific professional skill or building brand identity by engaging with the prospects themselves.
We can now see why digital recruitment has become such an important part of the larger professional business community. Thankfully, even start-up organisations can employ these methods in order to find the best candidate for the role in question. While there is no doubt that traditional face-to-face methods are still valid, the fact of the matter is that digital alternatives provide a much more efficient means to attract the right people at the right times.