The more technology changes, the more potential pitfalls it can seem to present in recruitment. New options come on the scene and old standbys fall by the wayside all the time. It's true that you can turn off top candidates with an application process on the wrong side of the latest tech trends. But it's also the case that getting up to speed isn't as daunting and demanding a task as it seems. There are three main areas that you should consider when considering the type of technology to use in recruitment.
Your job listing should make your brand shine
To begin with, you need to ask yourself whether your job listing is showing off your brand well. However much you may feel that your branding grows on candidates as they come to learn all the great things about your company, when it comes to the application process, top candidates are in the business of making snap judgments--about you and your competitors.
Like most of us online, they are deluged with content, hungry for the best quality and the best fit, and time is always short. Remember the shopworn adage that you don't get a second chance at a first impression? Today, you have to work just to get a chance at impression number one. And to make sure it's a good one, you have to do more than polish your brand to your satisfaction.
Your listing must quickly and powerfully showcases your brand and business, making it stand out from other listings potentially crowding around yours. One of the first questions to ask if you're worried technology is hurting your ability to attract talent is whether the places you post jobs are letting you down in this critical way.
Focus your time on where you can add the most value
Another common trap has to do with misplaced priorities. It's understandable that, today, companies are putting in a lot of time trying to figure out how best to get in front of the people they want to hire most. The answer, however, could be less mystifying than you think--in a way you haven't yet thought of.
Today's data-driven recruiting can mistakenly focus too much effort on choosing where to post jobs. Realistically, recruiters and managers deliver bang for the buck by successfully reeling in top candidates--active or passive--rather than realizing some elusive ideal of where to post jobs.
Some recruiting software can even automate paid sourcing for you. Don't fall into the trap of spending so much time on sourcing that you don't spend enough actually engaging with the kinds of candidates you want. Falling short there will make even a decent sourcing strategy fruitless.
Your process should appeal to the job seekers you want to attract
Then there's the simple problem of generational differences in job seeking. Although it might seem daunting to sit down and determine which technological changes have shifted the way younger candidates look for employment, you can leverage a relative handful of insights and quick tests to stand out from the pack.
First, ask yourself whether a particular method of job search feels onerous and dull to you. Chances are good a millennial applicant would too. Still using tedious online forms with a look and feel straight out of 1999? Time for an overhaul, preferably to something cleaner, simpler, and more dynamic.
Then, ask yourself whether you're sure that the younger job seeker pool you're interested in is really to be found where you're soliciting them. Email, for instance, may seem speedy, straightforward, and no-fuss, but the fact is that it's no longer the primary method of communication for millennials online. (Hello, chat and SMS.) And the vast majority of candidates now hit up job sites on their mobile device. That doesn't mean you're obliged to start a company Snapchat account or get on YikYak. But it does mean that even if you have the right intentions and feel, you still need to put your company in the right places to gain notice and attract applications.
Ironically, that means you shouldn't forget to avail yourself of one of the most durable old-school technologies around: human-to-human communication. Applicant tracking systems, that old standby, now disenchant nearly half or more of applicants so much that they drop out of an online application completely.
Highly sought-after applicants can be impressed and engaged by a personal touch. Little else can be quite so powerful at counteracting that sinking feeling of throwing a detailed job application into a wishing well, at the bottom of which languish a huge pile of neglected resumes. Some problems don't change, and some solutions never go out of style.