7 Ways to Leverage Digital Tools for Modern Recruitment Strategies
Creating a digital recruitment strategy
entails more than simply posting job openings on job portals. Specifically, it
evaluates both the candidate experience and the efficiency of the recruitment
process to ensure long-term scalability. And when it comes to creating an
inclusive environment, this is even more important.
As an employer, this means developing an
effective digital recruitment strategy that requires you to analyze the big
picture, hire people from all backgrounds, understand all the components, look
for manual tasks, automate the rest, and then execute that strategy.
For employees, these present a good
opportunity to get hired for different opportunities. Digital tools for
recruitment allow hiring managers to interview people with disabilities and
create an environment that helps them thrive.
To ensure that suitable candidates get hired
efficiently, here are some recruitment tactics for employers and employees to
consider when applying.
What is Digital Recruitment?
Online job boards and social media play a key
role in digital recruitment and are a great way for people with disabilities to
look for remote opportunities. But they are a small part of the process. It
encompasses several digital tools and strategies that apply to all stages of the
recruitment process.
Among these tactics are:
●
Advertising on digital job boards
●
Using career websites to post jobs
●
Recruitment via mobile devices
●
Using online assessments
●
Social media recruitment
The term "digital recruitment"
refers to finding, attracting, analyzing, selecting, and hiring qualified
candidates for open positions using technology and the Internet. As a
prospective employee, you can find useful tips and tricks to get the job you
are looking for by analyzing these recruitment strategies.
Most employers are likely to implement one or
more of the strategies described above. If they do not use most of these
strategies, you are likely far from establishing a viable digital recruitment
effort.
How Does Digital Recruitment
Benefit an Organization?
Listed below are just a few of the many
benefits of implementing a digital recruitment strategy:
●
A broader reach. It is possible to reach more
distant candidates and people with disabilities, including international and
passive candidates.
●
Increased efficiency. There is a reduction in
the time it takes to source, select, and hire candidates. A major advantage is
being able to communicate with candidates more effectively, as well as
simplifying some hiring procedures.
●
An increase in ROI. Digital recruitment
requires investment, but it usually yields a higher return on investment than
traditional recruitment methods. In what way? Implemented properly, you can
hire the most qualified candidates in the shortest possible time.
7 Ways to Leverage Digital Tools
for Recruitment and Application
Let's explore some hiring tactics and tools
that can help employers build a scalable process after launching and developing
a digital recruitment strategy.
1.
Programmatic Job Advertising on
Digital Boards
Using programmatic job advertising is one of the
most effective ways to automate recruitment. Instead of placing ads manually,
employers can use technology to place them automatically. By targeting the
right candidates online and reaching out to people with disabilities too. This
helps save time and money on ads with low (or no) click-through rates. A budget
management system automates this process, helping recruiters reduce a candidate's
cost-per-application by over 30%.
For you as a potential employee, this
streamlines job search and makes it easier to connect with employers that have
the right opportunities and foster inclusivity.
2.
Shareable Content and Messaging
The messaging needs to be refined so that it's
easier to reach out to different groups of candidates more effectively.
Employers must find potential candidates and use their avatars as the
foundation for the marketing copy.
This will also help them decide where to share
your content, such as:
●
Website for the organization
●
Blogs from outside sources
●
Social media handles
●
Newsletters for your company
Now, let's consider the content of the
messaging. To make content compelling, employers can do many things, for
example:
●
Utilizing employee stories and
testimonials as a marketing tool
●
Reporting on the salaries of
industry employees
●
Updates and news about the
industry
●
Make the website catchy and
relevant to candidates' liking by optimizing it for SEO and braiding it
properly, such as creating a catchy logo using an online logo
maker tool.
Here are just a few examples of the types of
content that can be utilized. When it comes to you as a job seeker, you need to
gain an understanding of what potential employers are looking for and then
prepare accordingly. Focus on keywords that match your qualifications and
tailor your resume to their requirements.
3.
Social Media Recruiting
According to GoHire, 79% of job seekers use social media
for company research. Therefore, it
should come as no surprise that social media plays an integral role in RM
(Recruitment Management) campaigns around the globe. Recruiters can cultivate
talent pools full of talented candidates waiting for an opportunity to join the
right organization.
In addition to social networking, CRM tools
can track and analyze every touchpoint a candidate makes, identifying which
areas are successful and which ones need to be improved. ATSs (applicant
tracking system) can integrate with other systems to capture and track the
stages of the application process, such as interview notes, links to profiles,
and so forth.
4.
Customized Application Forms
Reviewing a company's recruitment experience
is difficult when they are trying to be objective. To ensure a fair and
transparent selection process, it is important to "mystery shop"
applications.
Employers can consider applying to one of
their job openings. This method will help them better understand the way
candidates perceive the hiring strategy. It will also allow them to be more
inclusive and create an environment that promotes potential employees with
disabilities.
Keeping candidates at ease by treating them
with respect is the key to building a rapport with them. To ensure a high
percentage of candidates complete the recruitment process from beginning to
end, it is essential to implement this strategy.
When you are applying, look for career pages,
job postings, and applications that are easily accessible and do not have a
long application process.
5.
Mobile Evaluation
Millennials and Generation Z are projected to
make up 75% of the workforce by 2025, so reaching
these individuals where they are on their phones is imperative. In addition to
a strong social media presence, the candidate can complete the application
process from anywhere.
Mobile devices have become an increasingly
common way for job seekers to view job advertisements (56%), and approximately
50% of candidates apply via mobile devices. Hence, in addition to making the
application itself mobile-friendly, employers can benefit by ensuring that
users can find additional information about the organization via their mobile
devices.
As a candidate, you can easily apply to
positions from your mobile device and include all the details efficiently as
well.
6.
Chatbots
The most important thing you can do as an
employer is to build a reputation for being top-notch with clear communication.
With chatbots on the website or social media, employers can instantly convey to
potential employees what they are looking for. And you can find information on
any company by interacting with the chatbot.
For people with disabilities, this increases
accessibility and helps streamline the application process. Chatbots can also
schedule virtual appointments with hiring managers. This is a great tool that
can be used for recruitment and connecting employers with the right candidates
for the job.
7.
Perform an Analysis and Iterate
Data is becoming increasingly important to
business, and the further we get into the 21st century, the more true this may
be. The recruitment process is no different. Almost every solution discussed
here generates a lot of data, and what you do with that data is crucial.
Ideally, you will be able to:
●
Data collection and centralization
of recruitment marketing data
●
Present data in an easy-to-read
graph or other visual format
●
Develop future campaigns based on
AI insights
●
Perform a page-level analysis of
candidate behavior.
Each of the elements above can be improved
over time. By utilizing what you have learned, you can make improvements in the
future that will allow your results to continue improving. With this in mind, a
clean, iterative process is possible, allowing for exponential improvements.
Conclusion
It is vital to have a high-quality digital
recruitment strategy that will benefit both recruiters and candidates. You
should also keep in mind that you are responsible for providing the most
seamless experience possible, and you can achieve this by asking candidates for
feedback and keeping track of critical performance indicators.
We hope the 7 methods listed above can help
improve the recruitment process and get you hired at your dream job.