Companies, candidates and recruiters have long lost faith in the traditional way of recruiting, but how do best-in-class recruiting then look like in a highly digital world, where the workforce is changing jobs at an increasing pace and companies are struggling to keep their positions filled? Tech giants like Facebook, Google and LinkedIn are trying their best to come up with answers.
Job adds, companies and types of positions across the entire web are currently being indexed by Google - in the near future, a major competitor to normal job sites as these risk to become redundant the day job seekers can get results across all job sites as well as company career sites with a simple Google-search.
As a consequence, employers will be forced to put strategic talent attraction and SEO-optimisation at the top of the HR-agenda to ensure that their job posts will receive attention in a more transparent job market catering for candidate’s needs a lot more than what we’ve ever seen before.
In 2016 LinkedIn was bought by Microsoft and has since worked relentlessly on utilizing their data and incorporate artificial intelligence into the platform. Thus, LinkedIn is now able to analyse user behaviour on their site and based on this predict who will be the best match for any given position.
Facebook has recently announced that they’ll be launching a recruitment solution. The first initiatives have already hit the market. Companies can publish job ads and candidates can apply using Facebook. Further, it’s possible to buy advertisement of jobs on the platform on equal terms with normal product-advertisement.
To get ahead in a very competitive and candidate-driven market, HR departments are advised to:
Place recruitment at the top of the strategic agenda. Recruiting is no longer a simple, administrative support process.
Proactively create pools of talent to be ahead of business demand.
The predictability of future performance is as low as 40% even for an optimal designed recruiting process. The more knowledge about the candidate before the actual application process starts, the more the predictability will improve. Building relationships with passive candidates before they become active applicants is key.
Start thinking like marketers to attract top talent in a competitive market where dynamics and structures are the same as in any consumer-driven industry.