The digital revolution has transformed recruitment over the past many years. In the space of a decade, there’s been a move away from traditional job websites to an innovative world of new and exciting recruitment tools and techniques. Few major game changing strategies that help you hire quickly and efficiently.
Untapped sources of potential candidates are those who aren’t considering a career change. Targeting them with tempting new possibilities—such as a higher wage and more responsibility—may be enough to gain their interest. The popularity of securing “passive” candidates has shot up in recent years, as it can help to target workers who aren’t jumping from role to role. Or you could just attract a top talent tempted by what you have to offer.
Whether a candidate lives in a different city or for that matter a different country, the practice of asking candidates in for interviews is not in trend now .It’s a waste of time and money when we all have access to Skype, FaceTime, Google Hangouts, and various other forms of communication tools. It’s a time saver for all concerned—you can remove the less suitable candidates after a brief screening call and then bring in your top selection once you have one or two you’re really set on. This is particularly useful if you have potential candidates abroad, who might not be too keen on getting a flight in for a first stage interview.
Social media can be a great place to recruit potential candidates. Whether it’s Facebook, Twitter, Instagram, Tumblr, or professional networks such as LinkedIn, you can find all levels of professionals who are easy to get in touch with. In terms of recruiting techniques, this one’s particularly effective for targeting millennials and the new generation.
Online assessments are widely used by recruiters across the world to measure the capabilities of the candidate before they are deployed on job. This new technique of evidence based hiring is catching up pace amongst recruiters especially in the information technology domain.
Gone are the days when people used to hire employees based on the number of years of experience and not true talent. Recruiters have now realised that experience doesn’t account for natural enthusiasm, nor whether an individual will naturally fit into your business culture or your existing team. If they’re a great fit for your office, training such an individual up over six months or longer can help gain benefits in the long-term.