Digitizing Recruiting and Hiring Processes in Six Ways

It seems that just about every day we see fresh headlines about how different companies are employing technology in new and creative ways to become more efficient.

Indeed, we have seen companies digitize their business in different ways –– from using mobile apps to provide customer support, to automating marketing campaigns, to putting cloud storage to use. Despite all of the changes we’ve already seen over the years however, there are always new ways to improve efficiency through tech. And one area that has emerged as a prime candidate for tech-driven adaptation is recruitment.

Given all of this, let’s look at some of the specific ways in which recruitment and hiring processes can be digitized, and as a result be made more efficient and more effective.

Analyzing Social Media Profile

Job seekers today frequently turn to social media when looking for opportunities. Younger candidates in particular now use a variety of social platforms to look for jobs. Beyond career-oriented social media tasks (like maintaining a resume on LinkedIn), this means posting regularly on platforms like TikTok, Instagram, and Twitter, to curate content and a digital presence that recruiters can recognize as unique and interesting.

Company Reviews

For a little while now, job listing sites have allowed people who leave their companies to post reviews of their experiences –– both as simple ratings and as small written blurbs. For some companies, this can become an obstacle in the recruitment process, with 1 in 3 people claiming to have turned down job offers due to bad reviews online.

Online Tests & Surveys

Once a pool of candidates have shown interest in a position, it is time to start the long and often tedious process of choosing the right one. However, companies shouldn’t expect that candidates who are interested are willing to be present for the entire process; while interest suggests some level of positive attitude toward the company, that interest can still be soured if said company makes the applicant jump through hoops.

As big data becomes part of the new normal for businesses, it has begun to factor into recruitment and hiring as well. This was an inevitability in some respects, but it is also a solution to the problem that of candidates generated by inbound recruiting, 80% to 90% tend to be less than qualified for the job at hand.

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