■ Digital Recruitment Practices:
From nice-to-have to a must-have

The recruitment industry has long been transitioning. From an enclosed labor market to a mobile and open one, it is presently characterized by an energetic workforce, which is always looking forward to meatier opportunities. Employees delivering high performance know that it is no more about what can they do for a company, rather the focus is shifted to what a company can do for the employees. Though the economy has altered drastically, some organizations still are using outdated and traditional recruiting methods. Hence, they are still struggling to grab and retain high-quality talent. Digital RecruitmentSuch companies need to reinvigorate their hiring efforts and one effective way to do is by utilizing digital recruiting techniques. Hence, it is time to bring digital recruitment into the role. So, read this post to know everything about digital recruitment and why it is the need of the time.

The process of digital recruitment can be defined as a way of leveraging technology to source, assess, attract, select and recruit candidates for open positions. It includes everything like career websites, leveraging job boards, recruiting through mobile, social hiring, and online assessments. While many companies presently use one or more of the above-mentioned tactics, still, they have a long way to go from being categorized as a digital strategy. Recruiting and retaining employees is a major concern for most of the employers these days. Digital recruitment can make the overall process of recruiting much easier. It is because it is highly useful for online recruiters to search employee profile, assess them for experience and skills and send them a quick response asking them for a chat or about a novel opportunity. Hiring managers can use a mix of numerous digital recruiting techniques like LinkedIn and hiring software to quickly seek out ideal candidates. This means it is very convenient for prospective employees to get hired.

In the past decade, the priority of digitizing hiring has fluctuated with changes in the labor market and competed with other organizational priorities. Over the last few years, competition for top talent has become more demanding, and TA leaders looking for a competitive advantage turned to emerging technologies to source, attract, select, and ultimately hire the best talent for their business. In the midst of a global health crisis, digital recruitment went from nice-to-have to a must-have; TA leaders around the globe scrambled to find ways to attract and hire the right talent remotely, and are now looking to make sustainable investments in an end-to-end digital recruitment process.

Some of the best practices in digital recruiting are:
Virtual Job Fairs:
Attending a virtual job fair offers a myriad of benefits. They are engaging, intuitive, and interactive and streamlines the starting of a relationship between a potential employee and an employer. Virtual job fairs allow employers to reach to a large number of potential candidates from a wider geographical area. It lets them interact with job seekers at a virtual level without the expensive and time of travel. Moreover, it reduces waste and cut pre-screening time and helps to email suitable prospects for the scheduled interview.

Recruiting Blogs:
Such blogs allow the company to show an employee everything about your organization. Social networking blogs allow job seekers to check with the companies and offer them a way around. It helps employers to reveal their dynamism. With a blog, employers get the chance to get a real flavor of the company. It shows a much real face and if applicants are offered a chance to chat with the employers, they get to know them personally behind the screen. Most importantly, it allows adding and editing job postings at a speed that no other recruitment tool can match with.

Social Networks:
Many companies hire through social networking websites like Twitter, Facebook, LinkedIn, and YouTube. Such platforms daily demonstrate that companies can search the best talent quickly without involving huge financial investment. Though each social platform varies in its offering, however, most offer employers the ease to screen without getting screened. It might sound predatory but when a candidate of your interest is active on social networks you get to know how they work with others, the way they handle clients, conflicts, and a lot more. All this lets you identify whether a candidate is a perfect fit for the company or not, to eventually boost the chances of longer retaining longer.

Moreover, it let develop relationships with candidates, learning a lot about each other, identifying good fits, and discuss the chances of working together. Recruiters can also wink out candidates, search for early adopters, and keep all tabs on contacts.

Online Recruitment Websites:
These are the most familiar sites of digital recruitment methods, but they offer improved services every day. For example, Monster is a leading provider of online recruitment and career resources, committed to linking organizations in every market segment with individuals at every level of career. Using such platforms can help recruiters to search and match a perfect candidate, establish a social recruiting presence, and enhance the job posting with targeted advertising.