How Job Recruitment Has Changed in the Digital Age
The role of the recruiter has changed considerably over the years thanks to the rise of the internet, social media, and websites like LinkedIn.
Say goodbye to the rolodex.
Instead of relying on a large paper stack of candidates, recruiters can now scour the web for all kinds of professionals in their industry, including those actively looking for a job and those currently employed. Job recruitment is now about leveraging different social networking channels, improving the candidate experience and identifying the right type of candidate. The Linkedin Recruiter tool helps recruiters identify top talent and perfect their outreach efforts, instead of waiting for candidates to apply using traditional job ads.
Learn more about how Linkedin has changed the recruitment industry over the years.
Helping Hiring Managers Understand Their Needs
Before the search for the perfect candidate begins, recruiters must first help the hiring manager better understand and identify their specific needs.
A hiring manager may think they know what they’re looking for in a new hire, but…
The picture they have in their head may not be the right choice for the company. The best recruiters will help their hiring managers tease out their idea of the perfect candidate, including what kinds of experiences are required for the role, certain personality traits, and how to best reach out to these candidates.
With recruitment tools like LinkedIn, recruiters can now target individual candidates, so having a robust list of qualifications and skills helps recruiters winnow the field.
Reaching Out to Individual Candidates
With LinkedIn, the job recruitment process has become more efficient and personalized than ever before.
Recruiters can send individualized messages to qualified candidates using InMail to tell them a little bit about the position in question. To land the best candidates, recruiters can develop a rapport with talent, learn about their interests, and match them with the right opportunity over time.
LinkedIn has even introduced a new Spotlight feature, which connects recruiters to candidates most likely to respond to their outreach efforts. The website helps recruiters identify potential candidates based on their qualifications and their expressed interest in new job opportunities, so recruiters don’t waste their time reaching out to the wrong candidates.
Recruiters can also use LinkedIn’s Past Applicants Spotlight to find candidates that previously started but failed to finish their applications. This usually means the candidate was interested in the position, but got side-tracked by another offer or opportunity. Recruiters can easily identify and reach out to candidates that still might be looking for an open position.
Big Data for More ROI
Now that the entire recruitment process is taking place online, recruiters can also use big data to learn more about what kinds of candidates they should be hiring. They can quickly gauge important metrics such as the overall ROI for every new hire, the best channels for recruiting, and what kinds of candidates tend to fare well at the company.
So what does it all mean?
Recruiters are looking beyond the resume. Recruiters can focus on candidates that share their interests and values. Online skills tests and endorsements on LinkedIn can also be an effective way to gauge a candidate, so a recruiter doesn’t waste their time and money evaluating candidates that aren’t right for the position in question.
Recruiters can also evaluate their outreach efforts on LinkedIn, including their InMail messages. InMail Analytics tracks response and open rates for every message a recruiter sends to potential candidates. Recruiters can then adjust their approach based on the data provided.
Improving the Candidate Experience
Improving the candidate experience has become a top priority for many recruiters and companies. It’s no longer just about finding the best candidate; it’s about preserving the company’s reputation as an employer. Recruiters need to make sure they’re treating all their candidates with respect, even those that weren’t chosen for the position in question.
Recruiters can use InMail to quickly send individual messages to candidates letting them know they weren’t chosen for the position or to tell them more about the interview process.
Job candidates can also use the Jobs tab on LinkedIn to quickly search for open positions that match their skills an experience.
LinkedIn Recruiter also connects to most ATS programs, so recruiters can see which candidates stopped short of completing their applications. If lots of qualified candidates aren’t taking the time to fill out the entire application, recruiters may need to shorten the application or make it easier to use, thus improving the candidate experience.
Job recruitment is changing fast. Technology is helping recruiters make more informed decisions throughout the hiring process. Many recruiters stay on top of trends and best practices in recruiting tools and candidate experience by learning more about the latest hiring technology.
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