Recruitment is one term that often sends shivers down the spines of HR personnel across the country. This is because HR professionals know how hard it is to find viable job candidates to fill a specific role.
If you think about it, today’s job market is far more competitive than ever before, especially now, as of 2021 during the COVID-19 pandemic, people are on the hunt for better jobs.
But this makes an HR recruiter’s job even harder because you have to find the right blend of personality and experience that neatly fits all into your business’s core values and workplace culture.
Thankfully, instead of sifting through hundreds (or even thousands) of applications to find the right candidate, digital recruitment tools are making the lives of HR personnel much less difficult than in recent years.
In this post, we’ll explore a few of these tools and how you can take advantage of them.
Social Media Platforms
In today’s online landscape, if you’re not on social media, you might as well be a shadow on a cloudy day. Basically, not many people will know you even exist if you don’t have a social media presence.
But using social media to recruit employees is a great strategy for HR professionals. Not only can you use attractive imagery on social media, but you can share posts about the latest trend or exciting opportunities that are happening in your business.
It’s true what they say that you’ll attract the tribe that’s right for you. So if you share content that your target employee pools will be interested in, you’re more than likely going to attract those with the traits and skills that your company desires.
For example, social platforms like LinkedIn are great places to start. You can share relevant industry content and have pages dedicated to what you’re looking for in an employee.
Online Assessment Tools
Assessment tests are a great tool to use to gauge a prospective employee’s skills, knowledge, and personality type. Though it’s difficult to assess a personality through the use of online testing, some universal traits that you’re looking for might emerge from the algorithms
Today, online assessment tools are a part of many successful recruitment campaigns. For example, job search sites such as Indeed have assessment tests available for nearly every industry niche you can think of, even including assessment tests for restaurant servers and bartenders.
By analyzing the data that you receive from an assessment test, you’re better able to screen potential employees over the hundreds of applications that you might receive in a given week. And while some employees might be successful test-takers, this also deters those less motivated or unqualified candidates from even sending in an application.
Not to be confused with the term “remote viewing,” remote interviewing has nothing to do with the supernatural.
Remote interviewing is simply the process of holding a video interview or an initial phone screening. Often, you’ll have a preliminary phone screening interview conducted with an HR professional, just to see if a candidate has general knowledge of the position and meets initial qualifications.
After a candidate has successfully completed the phone screening, the next step is a video interview. In fact, this is a common hiring practice today in the healthcare industry.
A video interview is often held by a hiring manager, or by a manager and an HR supervisor. This process digs in deep, and truly tests the candidate’s knowledge of the industry. Video interviews also give the candidate the ability to show his or herself under pressure and to get a general sense of the person behind the application.
Hiring the right candidate isn’t the easiest process as you have many factors to consider but the steps you take to do so will ultimately improve your business management.
Each person that comes across your desk might look good on paper, but when it comes time for him or her to finally do the job, it’s your job as an HR professional to ensure that the person you hired will meet the demands and expectations of your company.