- October 18, 2021
The hiring process has seen drastic changes for the past couple of years. Traditional hiring is there but digital recruitment is the new trend to hire candidates. It was a practice in a few countries earlier but after the pandemic, this new way of hiring has been adopted by many countries. It decreases time to hire and eases off the pressures on the management as well. Many recruiters are willing to continue the practice of digital recruitment in the future as well.
Here are some of the best practices to form an effective digital recruitment process:
1. Effective Job Posting
The hiring process starts with a proper job description. While you create a job post on behalf of your company, it should be SEO-based to help candidates get the right picture of their roles. Do not forget to include powerful keywords to attract the right talent but avoid repeating keywords. Always ensure to check the URL as it should be self-explanatory to improve your ranking. It is always recommended to keep the job post short so that it should appear relevant. In today’s digital world, sharing the job on social media platforms can be a good idea. Post the job on high-traffic job sites to get it noticed fast.
2. Specify Your Requirements
It is important to be clear about your requirements and provide a concise view of the job role you are going to share. Using an application form with specific questions can help you address the major concerns directly. For instance, if you need an individual with a DL, always include yes/no questions. This is one of the fastest ways of candidate screening. It helps you pick ideal candidates quickly. You can avoid people who are not the best fit for the job. With this technique, you can avoid unqualified candidates without investing time and meet the hiring deadlines.
3. Strong Employer Brand
If you have a good employer brand, it is surely going to attract the best candidates. Companies that invest in employer branding are more likely to make a good hire quickly. However, it is a complex process that encompasses anything to ensure a positive candidate experience. It further helps to promote your organizational culture on social media. This collective effort helps you to come out of the comfort zone of your usual duties and enable you to have a positive image of your brand. It is important to reply to online reviews. Provide your co-workers the reasons to appreciate your organization.
4. Create a Candidate Profile
Finding out about a candidate is very important once you reach to them. The talent acquisition team can work on creating a profile of the candidate to check suitability. Do a little research and take the help of analysis and surveys before interviewing the candidate. Create a digital document that has all the details of the ideal candidate and share it with hiring people. If possible, keep a customized questionnaire ready for the candidates which allows you to find out several important attributes of the candidate that increase the change of his retention. The candidate profile should highlight the most important details to save time.
5. Data-driven Hiring
Using recruitment data and metrics can help improve the hiring process. Besides, you can also make informed decisions based on the metrics. Hiring teams should compline data in a streamlined manner. It is important to store data using helpful systems like ATS or Google Analytics. However, you do not require to track each recruiting metric here. Just communicate with senior management and settle on a couple of metrics that suit your requirements.
6. Right Marketing Strategy
Every company is concerned about the budget it has to invest in the job postings. Diversifying your marketing tools comes as among the best practice of digital recruitment. It is important to try out a variety of mediums to attract the right talent. You can also use graphics to make your openings more attractive. By applying a marketing mix, you can make the most of the digital recruitment opportunity. It has opened up more ways to reach out to potential candidates from different locations. Use applicant tracking system, text, job fairs, and direct outreach as per your requirements.
7. Fast Hiring Process
Recruitment teams are ready to hire as soon as possible to avoid delays and costs. Based on your industry, making a hire may take a couple of months and adding frustration to the hiring people. Shortage of qualified candidates adds more struggle. If the hiring process is too long, it may result in potential candidates searching for jobs elsewhere. So, gauge into your hiring process and understand the stages. Find out whether you are looking for the right platforms to fill candidate positions. You should be able to communicate faster with candidates.
8. Ensuring a Good Experience
A recruiting team should always ensure that candidates have a good interview experience. It plays a significant role in your employer branding. That also serves as a factor when your potential candidates start evaluating the offers. The way you treat your candidates mirrors the image they have after hiring. If they have a bad experience during the interview, they are more like to reject the offer. So having a positive experience not only enhances your brand but also attracts quality candidates.
9. Engage the Qualified People
It is a little challenging to search for individuals with hard-to-find skills. Such candidates are regularly contacted by hiring companies. In such a scenario, it becomes difficult to make your email stand out. Besides, potential candidates are often considering more than one job offer at the same time. So, it becomes important to put extra effort so that the candidate can refer your company over other competitors. Research about the candidate what motivates him happy in his job. You can personalize your souring mail and specify what you are ready to offer the candidate.
10. Onboarding and Support
It is important to note the hiring tools that worked best post-hiring. Once you have successfully placed the candidate within your company, the hiring process does not end here. You should have an effective onboarding plan as well. Further, always ensure that your company should provide ongoing support that results in improving employee retention while saving the cost to hire again.