Business, Career, Leadership

4 Best Practices for Recruiting in the Digital Age

recruiting

Due to today’s hyperconnected world, the global recruiting process is in a stage of total transformation. While it has always been one of the most overwhelming parts of a firm’s growth, recruiting is now even more challenging in a world where everything is recorded online — allowing both sides of the recruitment process to find out a wealth of information about the other.

What has remained the same is that the people your business hires will be the primary creators and definers of your company’s culture.

Company culture is what separates a good company from a fantastic one as organizations with a vigorous company culture have a tendency to yield superior results when compared to those with weaker cultures. This is true whether regarding employee loyalty, product innovation, public perception, or any other factor of your business.

For this reason, your company’s talent recruiters need to be in-the-know when it comes to recruiting in 2018. Here are the four best practices for recruiting in the digital age.

1. Focus on developing your digital brand:

In today’s digital world, recruiters are no longer the only ones researching potential employees. Potential employees are also investigating you!

For this reason, you want to ensure that you have a strong digital brand identity. This means that all of your platforms should demonstrate to prospective candidates that you will care about them and that you already have an extraordinary team in place.

When developing your digital brand, make sure to:

  • Optimize all your company profiles with keywords.
  • Post up-to-date information about your firm and any job openings.
  • Have social media policies that enable your current employees to promote the firm.
  • Post a mix of informative, inspiring and entertaining content.
  • Create hashtags that current employees can use for you to find company-wide created content.
  • Advocate for current employees to post and share company’s content with their personal networks to expand your reach further.

2. Invest in analytics:

Recruitment analytics are significant in ensuring your organization sustains an aggressive recruitment strategy.  They make it easier to evaluate applicants, monitor current employee performance, and assure that your recruitment team is hiring exceptional people.

Additionally, recruitment analytics assist in identifying your ideal employee, ascertaining who may need a promotion and enabling executives to create and demonstrate a logical career path for all members of the team. All these factors lead to employee retention (something that potential employees are guaranteed to inquire about).

In other words, the shift to using recruitment analytics means that the recruitment world is no longer going to operate on prior practices and intuitions; but, is instead going to be ruled by data-driven decisions.

3. Understand the importance of real diversity:

It is 2018 and the vast majority of employees want to be working in firms that embrace diversity. For this reason, if your business wants to remain competitive and attract the best candidates, you have to understand the importance of real diversity – not just the visible parts that are used in company photos and promotional materials.

By recruiting from a diverse pool of candidates, your recruitment team will be able to interview and consider those with differences in sexual orientation, religion, geographic background, ability and disability, etc.

Your firm needs to guarantee (and be telling the truth) to potential candidates that you value diversity at all levels of the business. You should also emphasize that all employees – regardless of their background – are not just able, but encouraged, to flourish. If this is the case, a potential employee will no doubt be able to read about it while doing their research.

Additionally, it is crucial to create a culture within your organization that is always learning about diversity. Conduct regular culture assessments of your organization by utilizing interviews, focus groups or surveys. Use the feedback you get to advance and adapt your diversity program.

4. Utilize all available digital apps and networks:

Obviously, recruiting in the digital age is different to hiring in the pre-digital era. As such, it makes sense for recruiters to tap into the power that now exists online.

To make the most of digital channels for recruitment, consider the following best practices:

  • Increase your recruitment efficiency by being involved with niche and broad job boards, talent communities and hiring apps.
  • Use digital hiring apps to find potential candidates who are educated and up-to-date with current technology and trends.
  • Use social media and other online networks to reach passive candidates and high-level professionals who are not actively looking for a new job but would consider a move if an attractive offer came along.
  • Make sure your recruitment team is committed to developing a digitally-focused mindset and remains current with the newest digital hiring practices.

Additionally, utilize your existing, personal network and develop a system of employee referrals. If you have already created an environment that employees love to work in, then they should be your biggest champions for recruiting additional distinguished employees.

What strategies are your firms using to recruit in the digital age? Let us know in the comments below!

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This is a Guest Post by Payal Bhatia, the international headhunter and business partner for RM & Associates.

Author: Payal Bhatia

A passionate recruiter with more than 12 years in the executive search industry, Payal Bhatia is an international headhunter and business partner for RM & Associates in the MENA region specializing in the FMCG, retail, telecom and engineering sectors.

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