New Techniques That Can Attract High Caliber Candidates

October 18, 2016

New Techniques That Can Attract High-Caliber Candidates.

Methods of recruiting are changing with many hirers using more modern ways of drawing the very best talent to fill positions. The business of wading through piles of resumes and cover letters is being swapped for more interaction with candidates on a personal or digital basis. Recruiters are adopting new approaches when it comes to the selection process.

Listing a job as being open-ended, without a title or specifications, is a trend that may or may not catch on. It does however remind recruiters how important it is to hire people, not skills. A candidate who is enthusiastic about a company and its mission is frequently regarded as being more valuable than their level of experience in a particular field. When filling open positions, recruiters should look further than the education specifications. Skills can be taught but a person’s temperament is more difficult to change.

These days, with the advantages of modern technology, it is no longer necessary to physically conduct face-to-face interviews when several candidates are competing for the same job. Once they have been whittled down to a shortlist, the remaining contenders can be interviewed by using video technology such as Skype, Google Hangouts or video software that is specifically designed for recruitment. Unsuitable candidates can then be sifted out and one-on-one interviews arranged for the remaining top qualifiers to attend in person.

Another method recruiters can use in their search for top talent is to attend career and networking events. Although being present in person at these venues can be beneficial, they are time-consuming and expensive. It is for this reason that recruiters are once again turning to technology and going online for networking activities. It gives access to a wide range of candidates, without wasting time getting to a location and talking to individuals who are not a proper match.

Social media and recruitment appear to be the ideal partnership. Facebook, Twitter and LinkedIn are excellent locations to find potential employees, develop relationships with recruits and share job postings. Employees can also be encouraged to recruit people from their own networks. Sourcing candidates via social media is one of the easiest and more effective ways of improving recruitment procedures. Studies show that they are more likely to be offered employment and will stay longer in a role than those discovered by other means.

Another tool that is simplifying the work of a recruiter is the availability of specific computer programs. Instead of having to go through masses of correspondence to search for suitable candidates, special software is being used that can analyze and filter thousands of applications and resumes according to qualifications and skills. The results mean that only the best candidates are put forward and the bespoke technology enables the final selection process to be as painless as possible for the recruiter.

Some companies are being more adventurous by developing completely new ways of managing recruitment in order to find out what method works best for them and in so doing are creating their own unique hiring procedures. Technology has revolutionized the recruitment environment over the past decade and its progress is never ending. Despite all these advances, it does not detract from the fact that recruiters still have their special skills, which include the ability to see beyond the jargon, tweets and interview questions and identify that special individual who is the right match and cultural fit for a company.

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