Recruitment is one of the areas of human resources management that stands to benefit from the unfolding digital transformation revolution. Digital Recruitment is the process of tapping and harnessing technology to source, attract, assess, identify and place the most potential and suitable candidates for vacant positions. This includes capitalising on job boards, career websites, mobile recruiting, online assessments and using social media platforms like:
- Whats Up
- Face book
What are the advantages of Digital Recruitment?
- It saves time
- It eliminates the problem of travelling distances within the recruitment process
- It is easy to conduct video-based interviews online
- It promotes flexibility for candidates to take interviews at any place and anytime
- It makes it easy to send notifications about the proceedings of the interview
The Digital Recruitment Strategies
- Developing Career Websites
In order for your organisation to increase the number of candidates submitting their applications it is important to make your landing pages, career websites readable and easily browsed on mobile phones.
2. Use of Linkedln
This involves the use of linkedlin to source for candidates and heading for them after going through their employment profiles on their linkedlin profiles. By perusing through one’s linkedlin profile you can get an insight about potential candidates’ qualifications, employment history and professional qualifications. At the same time an organisation can showcase its brand on its linkedlin website and post its opening vacancies.
3. Use of Whats Up
Whats Up Boats can be used by prospective employees to apply for job openings using whats up in the comfort of their homes. Also companies can create whats up groups for posting their job vacancies.
4. Searching the Instagram Account
The Instagram Account can be used by employees to profile their employment history, qualifications, competencies and personality. Recruitment Agencies search the accunts of prospective employees before even inviting them for interviews and can be used for employment reference checking.
5. Use of Face Book Pages
The potential employees can browse the face book pages of prospective employers so that there get to know about the company brand and the service offered by different companies, different companies’ visions, mission statements and value statements before there make up their minds to apply. The employers can use their face book pages to enhance the visibility of their brand.
6. Making Use of Jobs Portals
Many companies are making use of jobs boards to advertise their open job vacancies and source for the CVs of prospective employees. The jobs boards have to be designed in such a way that employees can easily create their accounts that allow them to attach their CVs. At the same time such recruitment boards should be able to send notifications to potential employees about the status of each recruitment stage that includes among other stages:
- Job adverts
- Reference Checking
- Probability of getting employed
7. Online Assessments.
Many companies are now making use of online assessments when recruiting. The techno-savy companies make their prospective employees take assessments tests like psychometric tests, personality tests and assessment centres on line and there invigilate them via skype. Also some employees are interviewing their prospective employees via skype.
In the light of the above evidence, it will be foolhardy for any progressive organisation to try not to and avoid using digital platforms when recruiting. There is no credible denial that the digital platforms make the recruitment process efficient and effective.
Newturn Wikirefu is the Talent Acquisition Manager at Industrial Psychology Consultants (Pvt) Ltd a management and human resources consulting firm.
Phone +263 4 481946-48/481950/2900276/2900966 or cell number +0784 597343 or email: firstname.lastname@example.org or visit our website at www.ipcconsultants
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