What is next for recruitment in the age of digital hiring?

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  • Thursday | 24th November, 2016

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With technology changing the way how business processes are running, recruitment industry is currently undergoing a big transformation in the core on how to recruit right people. Various new tools and products are available which are used by employers to reach the candidates across the world with a click of mouse.

With technology changing the way how business processes are running, recruitment industry is currently undergoing a big transformation in the core on how to recruit correct people and retain good talent. As technology continues to evolve, it plays an increasingly important role in the way companies approach the talent search and the hiring process.

Recruitment gone digital:

HR processes are also evolving in the digital area and are opening up to new horizons every day. Today, the world of recruitment has gone 100 per cent digital. Innovative methods that use social media, big data and other technologies have given tremendous insight into individual job seekers that are now slowly and gradually becoming primary screening method.

With recruitment going through a major change and the western world taking a lead over using the technology to provide more valuable access to jobs for active job seekers, the traditional ways of applying via a newspaper advertisement and paper resumes are transforming. Creating digital profiles provide far more insight into a candidate than a traditional resume can.

Advantages of digital hiring:

Various new tools and products are available which are used by employers to reach the candidates across the world with a click of mouse. Most of the back ground referral checks are also done by referring to a candidate`s digital profile. Recruiters can easily assess whether a person will fit in, and learn if he or she has the right skills for a job. With cost rationalisation and optimisation ruling the 21st century, this is a blessing for companies as they find huge return of investment if they turn to digital hiring wisely.

With the advent of social media tools like Facebook, LinkedIn and Twitter, employers now prefer to communicate with the candidates via these networks. What makes it more interesting is that digital hiring has become a department or a function of its own just like the traditional PR or media relationship roles. We can now see companies having dedicated teams to maintain and run their career portals, social platforms with a clear vision and strategy to attract the best of the talent.

Another interesting opportunity which companies have is to leverage tools and technologies to predict, analyse and act, for example: companies like Linkedin offer a variety of analytical tools on the demography of candidates like who all are interested in joining the firm or which new organisation the employee is  joining etc. These technical advancements have truly made a significant impact on improving the productivity of the hiring and HR teams. Usage of various standalone products and automation of sub processes have become very common these days in the recruitment industry.

As we see, digitisation has completely changed the recruitment process and now many a times your next LinkedIn connect request could get you your next job. Digital hiring is eventually going to make the employers and the prospective employers to have choices, more information and bring in more justification to the decision to hire or join the company. In this race, companies who lack innovation will lose out on attracting the best of the talent.

With inputs from Mr. Edwin Sudhakar, Senior Director, AsiaPac Hiring Head, VirtusaPolaris Corporation

Source: http://indiatoday.intoday.in/education/story/digital-recruitment/1/812925.html


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