Digital transformation has impacted on a wide range of business functions for many years, including the HR function and organisational recruitment strategies and tools. Perhaps ten years ago companies were able to get by with more traditional recruitment methods, but today, some form of digital recruitment integration is usually required, writes Michelle Tyson, founder and director of Tyson Wilson Recruitment and Tyson Wilson Temps.
But she is warning companies and recruiters that there’s many things to take into consideration before you can move your operations online.
Michelle said: “When turning some elements, or indeed all, of your recruitment strategy digital, there are a wide range of things to consider, ensuring you build a robust digital recruitment strategy.”
Here are some things Michelle pinpointed:
What is digital recruitment?
Michelle explained: “Digital recruitment isn’t just about posting job vacancies online, though that is part of it. It includes the use of digital technology to assist in the finding, attracting, analysing, selection, and hiring process of candidates.
“Depending on the scale of your organisation’s recruitment needs and the resources available, this could include hosting application forms online, the use of online or digital assessments, holding online interviews using video conferencing software, or even the use of end-to-end recruitment software to manage the whole process.”
Share Relevant Content
Potential candidates are highly likely to search for information about your organisation online.
“You should ensure you have a page on your website dedicated to posting vacancies. In addition, you should consider producing content that will showcase to prospective employees what kind of company you are and why they should want to work there” said Michelle, adding: This content can be shared to blogs and social media, via an email newsletter, and through other partners such as recruitment agencies you use.
Use Social Media
“Social media can be an excellent tool to market your business to current and potential customers” said Michelle.
However, she said it is essential this forms a “key element of any recruitment marketing strategy”.
“In addition to sharing your targeted recruitment content on social media, it can be used to post job vacancies and link to downloadable application forms or bespoke online application processes, with many platforms now having specific jobs posts that are visually distinctive” said Michelle.
Michelle advised: “Your vacancies should be posted on a range of online platforms such as your company website, social media, and digital job boards. There are a variety of paid and free digital platforms available, so you need to know how to target the type of candidates you’re after and how to keep records of the vacancies you post – remember that all employment legislation still applies, regardless of whether you use traditional or digital recruitment.”
The first step in going digital is providing a PDF or digital download of an application form that is submitted via email.
“You should still allow for paper-based applications to be submitted, where possible, so you aren’t discriminating against certain age groups or individual skillsets” said Michelle.
“This is particularly important for industry sectors where ICT skills are not a priority and access could be an issue. However, most candidates will welcome an online as opposed to written application process.
“As an alternative to a digital download, you could build a digital application process. These can be bespoke, or through a software package that is specifically for this purpose. Make sure the application process is easy to navigate, that users can save their progress and come back later, and that the system generates a notification to let the candidate know that their application has been received.”
Create A Feedback Loop
Michelle explained: “This simply means asking candidates for feedback on your recruitment process so you can improve it. During, or at the end of, the recruitment process, you could use anonymous online survey software to ask candidates a range of questions about their experience. This needs to be offered to every candidate to ensure the feedback process is continuous and that feedback is as broad as possible.”
“If your company declares that it is innovative and forward thinking, but still uses a cumbersome paper-based application process and does not acknowledge receipt of applications, the process conflicts with the image your company is trying to portray” said Michelle.
“Reduce cognitive dissonance and increase trust with your candidates by making sure your processes match your brand values.”