How To Solve The Biggest Problems With Online Recruitment Trends

Are you following the latest online recruitment trends? If not, take a look! These trends should come very handy to address your recruiting challenges at various stages.

Stage 1: Initial Communication using online recruitment trends

• Podcasts and Video-casts: Organizations are creating powerful video-campaign; Deloitte started the ‘green dot’ campaign through YouTube to showcase itself as a great employer. Use employee testimonials, leader talks etc. to capture the attention of candidates on the web.
• LinkedIn: Creating a ‘Company Page’, ‘Career Page’ or an ‘Alumni Page’ on LinkedIn to engage candidates is a common norm. However, weaving interesting content and linking it to the website careers page is what will make a real difference. GE created a Life@GE campaign which hosted career questions and career finder quizzes; cleverly identifying career matches without even active sourcing!
• Facebook: Enable two-way dialogue with Facebook, rather than just passive posting on the wall. Intel launched its Facebook campaign called ‘Intel Innovators’ as an idea generation platform; subtly identifying potential innovators in the talent pool.
• Twitter: Recruiters frequently post current openings and hiring campaigns on twitter to reach out to a wider base.
• Pinterest: Wondering how Pinterest can be your social media hiring tool? Read in detail here.

Stage 2: Sourcing

• Keyword Sourcing: Keyword searching is the new trend of sourcing candidates. An effective recruiter is expected to be a master of keyword-search to quickly arrive at a quality shortlist.
• Online Assessment Tools: With focus of recruiting shifting to culture and organization-fit, new-age online assessment tools on personality, attitude and ethics can be used to eliminate misfits.

Stage 3: Selection

• Virtual and Automated Interaction: Utilize automated interview tools and virtual assessment centres for quick candidate selection process.
• Actively Hiring the Passive: Follow up and engage with passive seekers on a continuous basis with the facts and content that interest them.
• Personalized Recruitment Experience: Even if you reject a candidate, his or her recruiting experience or journey with your organization should impress him. S/he has the potential of becoming employer branding ambassador without putting in much effort. So, try to add a personal touch such as quick responses, courtesy or need based coaching tips during the interviews.

It may also help to conduct a benchmarking study of your sector / competition to adopt and adapt best online recruitment trends.