The good news is that HR and recruitment agencies have seen some major improvements over the past few years in their recruiting efforts, thanks to the adoption of helpful tools and communication platforms. Something as simple as texting candidates can boost your recruiting process.
Also, employing AI (artificial intelligence), Augmented Reality, social recruiting, open interviewing and focusing on transparency can help make sure you’re hiring the right candidates while enhancing retention rates.
These tools streamline the screening process and increase the chance of hiring the right candidate who aligns with your company culture and the position you’re trying to fill. Doing this in as little time as possible can also save the company a significant amount of money.
Recruiters now have a variety of new strategies and communication platforms on offer. Here are some best practices for recruiting in 2018:
Leverage AI (artificial intelligence)
AI has contributed to significant evolution in many different fields, including HR. Talent mapping and algorithms help recruiters select the best candidate for the job while reducing the time it takes to choose candidates for screening.
Fifty-two percent of recruiters say the most challenging part of recruiting is identifying potential matches from a large applicant pool. And the average amount of time it takes to screen a candidate is 23 hours. AI reduces the cost of screening and screen time and produces “blind matches” that eliminate unconscious bias, focusing only on the candidate’s skills and potential match for the position and improving diversity in the workplace.
However, keep in mind: AI algorithms need significant amounts of data to learn from. So you’d need to have the available databases of hundreds applications at least.
Enable applying via mobile
The world has gone mobile and your recruiting process should too. Candidates are engaging with recruiters on mobile via text and social media. In fact, 94% of smartphone users have used their smartphone to research jobs and at least half have used it to complete and send a job application. So it makes sense to offer people the convenience of job seeking and applying through the same device they’re already using. By doing so, you make it easier for top talent to engage with your company and respond to you quickly, plus it shows that your organisation is digitally fit.
Social media is here to stay
Social media is a prominent part of most candidates’ lives. From LinkedIn to Facebook to Instagram, social media can be used for a variety of recruiting goals:
- Inviting candidates to apply. LinkedIn is a professional social network and allows recruiters to reach out to potential matches with keyword searches.
- Familiarising potential candidates with your brand. Instagram Stories is a great platform for companies to express their brand’s mission and company culture.
- Courting passive candidates. A passive candidate is a candidate who is currently employed but open to talking about a new opportunity with another company. The lion’s share (70-75% of the workforce is classified as passive), making social media engagement an effective resource for recruiting passive candidates.
Texting can be a lifesaver
Text is an easy and efficient way to connect to candidates. Everyone texts and many job seekers are already employed, so a phone call may not be the ideal way to reach them.
A text message allows for discretion. Text is also fast, giving both recruiters and candidates an immediate way to reach each other. Enabling two-way text empowers the candidates to ask questions and get fast responses. Text can be used to:
- Share current vacancies with your candidate list (candidates who opted in, or agreed to receive alerts)
- Remind candidates of an upcoming interview
- Follow-up after the interview
Don’t leave dead time
Communication platforms such as social media and text are immediate. Remember that millennials and Gen Z are used to immediate gratification, which applies to their job search experience too.
Taking too long to respond to a candidate can produce “black hole syndrome”, leaving a bad impression and alienating potential top talent.
It’s essential to reach out to candidates throughout the entire hiring process, from confirming the receipt of an application or CV to checking in throughout the decision-making process.
Confirming an interview, thanking them for interviewing and other simple forms of communication also enhance the candidate’s connection with your company.
Inform your candidates about your company
Today’s candidates are straight out of the Information Age, meaning they’re accustomed to being able to research and gather information about any decision from the food and products they consume, the car they drive and, of course, the company they work for.
Learn which factors are most important to your target candidates and provide the answers to their questions on your website or company literature before they can even ask. Transparency makes a big difference to attracting quality candidates.
Candidates that are well-informed are 35% more likely to have a satisfying experience, which ultimately improves your company’s ability to retain your hires.
Interview remote workers with AR
As more and more companies are hiring remotely, the interview process should also reflect how you will communicate with your employee once they are hired. Eighty-seven percent of remote workers say that video conferencing makes them feel more connected.
Augmented Reality technology is the new kid on the block when it comes to visual communication. It can simulate your office setting in real time, providing candidates with a feel for your company from afar.
This type of technology can enhance a remote candidate’s sense that they are working for an actual office and not an anonymous business.
Bonus: Hold an open interview
Washington DC based recruiting solutions company Brazen holds live interviewing events where anyone who works at the company can interview a potential candidate through their online networking platform.
This allows candidates a chance to meet more of their potential co-workers and get a clearer picture of company culture so they can assess their own ability to fit in.
Recruiters have a diverse set of tools and strategies to help them find the right candidate for job openings. From engaging through text and social media to embracing transparency and using AI for more accurate candidate matches, each of these tools can significantly enhance your recruiting strategy in 2018.