Ultimate Guide to Digitize Recruiting and Hiring Processes

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.

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.

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.

Analyzing Social Media Profile

Company Reviews

Reach out to former employees and ask if they wouldn’t mind posting on the job listing and review sites of your choosing. It may not work out perfectly every time, but ultimately this is an effective means of establishing some positive feedback that will stand out in today's ever-more-online job-searching processes.

Online Tests & Survey

In particular, pre-employment questionnaires are being used by companies in order to “identify candidates who most closely fit what they're looking for” in an employee. These questionnaires have numerous benefits to employers, in that they can help narrow down a crowded field and identify key qualifications (like whether candidates have a given degree) before resumes are even considered.

People Analytics

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.

We can think of applicant tracking systems almost as second layers of people analytics, covering the latter half of the recruitment and selection process. That is to say, people analytics processes can narrow down and sort candidate fields –– but applicant tracking systems do the same with those candidates who actually apply.

Applicant Tracking

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