Originally Published in HR.com | August 17, 2016 | By Paul Mandell and Rebecca Feldman
As the number of new jobs continues to grow and the labor force continues to diversify, companies are struggling to find new and innovative ways to recruit potential workers. For businesses to expand, they must understand how best to attract potential employees.Below are three ways recruiting executives can improve their recruitment processes to achieve their hiring objectives.
1. Effective Systems of Engagement
A critical element of effective recruiting is good communication. And the best way to ensure good communication is by taking time to develop knowledge of what people value and expect from potential employers. To do this, today’s recruiters should consider leveraging resources that are most familiar with modern job seekers – starting with mobile technology.
Mobile technologyis incredibly important to corporate recruiting, given that many prospects value being able to search for jobs on their mobile device. However, simply being mobile friendly is not enough.
Rather, employers should aim to be mobile optimized, enabling their sites to reformat themselves to suit the particular mobile device on which they appear. Mobile optimization is essential to allow viewers to engage better with the content and is an indicator of a company’s level of technological sophistication. Moreover, an optimized mobile site can make applying faster and simpler, as well as provide an efficient mechanism for employer follow-up—both of which improve the applicant experience.
2. Recruiting Analytics
Companies should also be sure to gather data on the hiring process in order to improve recruitment over the long term. Businesses will benefit from having a clearly defined set of metrics that reflect the company’s performance. These measurements will include things such as a breakdown of how long the different stages of recruiting take, the time between receipt of an application and the hiring decision, and where most applicants learn about the company. Recruiting analytics allow companies to spot inefficiencies at every stage of the recruitment process, enabling smoother, more efficient hiring over time.
3. Targeting Millennials
Recent data indicates that Millennials comprise about a third of the workforce, and a much higher percentage of job seekers. However, the same research indicates that only about 40 percent of companies believe they are doing enough to attract Millennials. As a result, recruitment officers should strongly consider gearing their recruitment more towards Millennials. Millennials, aged roughly 18 – 34, are typically considered the technology generation. They live very mobile lives, relying heavily on social media to communicate and engage in collaborative work. Employers should realize the preferences of this generation, seeking to reach Millennials with an active social media presence on Facebook, Twitter, Instagram, and other similar resources.
To improve the recruitment process, HR and recruitment officers need to ensure effective communication between potential employees and recruitment officers. Companie salso must be aware that the recruitment process is changing as technology and social media are becoming essential to attract certain workers. OSS
Paul Mandell is a Founder and the Chief Executive Officer of Consero Group. Prior to Consero, Mandell founded a national legal support business that was acquired in 2007. Before embarking on his career inentrepreneurship, Mandell practiced law in New York, NY and Washington, DC. Mandell serves on the Executive Committee of the Board of Trustees of the University of Maryland Foundation, and he Chairs the University of Maryland College of Behavioral and Social Sciences Board of Visitors.
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Rebecca Feldman is a Content Intern at Consero Group LLC, where she supports the company’s communications efforts. She is pursuing a B.A. in Mass Communications from the University of Wisconsin-Madison.
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