Recruiting is a process that is both time-consuming and expensive. For a firm with up to 500 employees, hiring costs an average of $7645. This doesn’t account for the long hours spent interviewing candidates and combing through tons of job applications.
Fortunately, recruiters have technology on their side. Developers have created software programs that scan through applications using keywords that match the requirements of the company. Recruiters don’t have to manually go through every hardcopy job application one after the other.
Job applications are submitted via email these days. However, the biggest development is that the whole process of hiring can now be done remotely. Businesses and organizations are beginning to embrace this practice en-masse because it reduces cost and saves time.
If you’re looking to jump on this revolutionary recruiting method, here are a few strategies that guarantee efficient returns.
Inclusive Job Adverts
Job hunters will only send in their job applications when they know there’s a vacancy in your organization. As such, how your advert is presented, and how it appeals to your audience matters.
Whether it is a radio commercial, a print in newspapers or a visual on television, ensure that its contents are appropriate and aren’t off-putting to your candidate population. You can apply the use of computer programs to predict the success rate of your job adverts as well. Doing this guarantees your job adverts can effectively reach your target candidates.
Recruiting methods keep evolving with technology, and video interviews are gradually gaining traction among recruiters. There are few methods more effective for virtual recruitment than using video technology. Like the other methods, it saves time and money, but what makes video technology stand out is that it provides you with an almost unlimited pool of candidates.
It gives you a lot of options to select from, and your chances of getting the right candidates increase significantly. Using video technology also allows you to administer pre-employment assessments. This information can be used to predict candidates’ likelihood of success on the job by collecting data on things like verbal responses, eye movements, and non-verbal communication.
Using The Gig Economy
This is a strategy that is more suited for freelance roles. Sometimes, a situation will arise where you need a specific kind of skill-set for the execution of a project. The duration of this kind of engagement only lasts until the project is done. Instead of running ads or arranging interviews, you can just hire a freelancer to do the job.
There are many freelancing platforms on the internet and they use a rating system to describe the proficiency of each freelancer. In a way, they bear the burden of recruiting; all you just do is hire. The use of this method saves you time and money.
Hardly anything can be achieved without involving the use of social media. Even when hiring isn’t virtually conducted, social media remains integral to the recruiting process. Organizations and businesses have started to employ people as social media managers to help maintain a social media presence.
With social media, the possibilities are endless. Almost everybody is signed-up on one social media platform, including your candidates, providing you with a limitless pool of potential employees.
This process allows you to find active and passive candidates through the use of mobile career pages – such as LinkedIn, mobile job ads, and mobile recruitment applications. It optimizes communication between you and the candidate through the use of mobile devices.
This strategy is employed to administer assessment tests for a job position that requires it. Mobile recruitment is a very efficient strategy that saves time and money. This strategy is particularly rewarding in that the majority of your candidates rely on mobile devices.