Jobscience President Miranda Nash recently spoke to Talent Management editor Frank Kalman about trends in recruitment technology. Nash introduced many ideas recruiters may want to know more about. Two intriguing points from the interview were transparency and how technology is truly changing the way recruitment works.
Recruiting and job seeking are now characterized by transparency to a degree that would have been impossible even a decade ago. Sites like LinkedIn and other social networks make it easy for anyone to find any jobseeker online, making sourcing a more competitive field.
As a recent article on Recruiting Blogs pointed out, finding a jobseeker online doesn't make him or her "your" jobseeker. Instead, it simply means you found a jobseeker. What happens from that point on is much more important than the initial act of finding employment prospects, particularly because other recruiters from all over the world have the same opportunity to make a connection with the same prospective employee.
Transparency also impacts the way job seekers complete their goals in today's employment market. Websites that allow employees and candidates to provide feedback on their hiring experience give job seekers unprecedented insight into a company's culture, day-to-day operations and foibles. Whether or not these reviews are fair is often off the radar of job seekers, so recruiters have to deal with what exists about their companies online as it comes. Part of a strategy for opening the conversation about company culture and experience is proactively taking the opportunity to be transparent – and to tell the company's story through candidate experience and the employment brand up front, rather than waiting for job seekers to find information elsewhere that may not be reliable.
How Technology is Changing Recruiting
In her interview, Nash asserted that technology is changing what recruiters do, not just how they do it. Recruiters need to act like marketers to get the attention of the candidates they want, and they use technology focused on helping them achieve that aim, further reinforcing the marketing angle. Consumer approaches to interaction continue, from marketing to sourcing to the hiring process. What this means for recruiters is learning to treat candidates quite a lot like valued customers, which can be a shift in strategies for some. However, the transparency and increased competition of the digital world demand these changes.
Sourcing jobseekers actively rather than waiting for the right ones to apply is becoming increasingly critical from a lean recruiting perspective, according to Glen Cathey. This approach involves time and energy directed entirely toward seeking out and engaging with jobseekers who are already qualified, while posting a job ad can invite hundreds of applications that take time to sort through. Of course, recruiting is not solely sourcing, but keen search and contact skills are essential for today's talent acquisition professionals.
One aspect of recruiting that is becoming increasingly like work in consumer-facing industries is marketing. It's vital to present a cohesive employer brand, or to tell a story that jobseekers will care about and resonate with, to get top talent to come to one company instead of any of the others they could choose. Technology is increasing the consumerization of recruiting, and a good brand is part of that.
"You are not writing for an HR audience, but to attract candidates," Matt Charney told We Know Next. "So it's important to tell your story beyond the benefits, ping pong tables and open seating arrangements. It's about finding the moment when the idea became a brand for your organization. Everything stems from that narrative."
While this is outside the traditional purview of recruiting, technology has made transparency, consumer focus and the tools to enable them crucial in the talent acquisition world.
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