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Should recruiters be more digital?

Over the course of the last decade, digital transformation has triggered a drastic shift in the world of talent acquisition.

Where recruitment was once characterised by telephones, fax and franking machines, the tools of today have re-defined the remit of recruiters, both in-house and agency side. From the unstoppable rise of social media platforms to attractive new apps offering enhanced data analytics, the analogue age is well and truly over.

However, while technology has evolved, so too has the hiring landscape and the challenges associated with it. Couple the growing demand for top-tier talent with an increasingly scarce supply of skilled staff and it’s clear to see how the market has become considerably more competitive during this time. In a bid to find high quality candidates “in the wild”, recruiters are turning their attention to modern technology and the possibilities that it holds; but does digital disruption hold the key to attracting high quality candidates?

The answer is yes, and a little bit of no. If you’re turning to technology to tackle the talent shortage, the following tips should keep you right.

Arm yourself with new tools

According to figures from a recent study, 59% of candidates claimed to use social media to research companies they are interested in. A further 48% stated social media played a pivotal role in their search for a new job, with LinkedIn, Facebook and Twitter taking the top spots. While these tools have already become a staple in most recruiters’ arsenal, it’s clear that they won’t be going anywhere anytime soon.

However, in a fully-fledged digital economy, surfing social channels is simply not enough. Instead, employers must look to the next generation of digital recruitment platforms to enhance their strategic performance. Today, data-driven, mobile compatible software with applicant tracking capabilities is a must for those seeking to gain a competitive edge, not to mention A.I based engagement apps and talent-pooling platforms that assist with the growth and nurturing of your candidate network.

Be careful of the consequences

While technology can drastically aid talent acquisition, employers must be careful not to isolate applicants in their new approach. Video CVs, as an example, have proven particularly popular amongst younger applicants seeking to wow recruiters and gain an edge over the competition. Naturally, employers receiving CVs in this format are quick to shortlist the candidate for their eye-catching application.

Meanwhile, traditional resumes are left to collect dust; a pile of potential candidates rejected without consideration. Unfortunately, the video CV can prove damaging to the diversity of an organisation, as those without the resources to develop content of this kind are ignored - despite the fact that the role never demanded these kinds of competencies to begin with.

Chase candidates, not bandwagons

It’s easy to be blown away by the potential of emerging technology, but if they are to win the talent war, employers must be clever in their adoption of HR technology and avoid following trends for fear of being left behind. Not only is this approach costly, it does not assist recruiters in achieving goals specific to their own organisation. If a competitor has recently implemented artificial intelligence to aid with CV screening, it doesn’t necessarily mean your business must follow suit.

Instead, try to identify weaknesses in your current process and undertake some research into which digital technologies may benefit your business.

For 20 years, the Allen Associates team has been helping employers in Oxfordshire secure the talent they really need. Can we help you? Click here for more information.  

Kate Allen

Kate Allen

Kate founded Allen Associates in 1998 out of a determination to build a recruitment business which delivered a bespoke service centred on the needs of clients and candidates.

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