Our parents always say that looking for a job used to be really simple. All they had to do was walk into a shop, ask for a job, and they will get it almost immediately. However, that is not how it works anymore. Now, though you can walk into a shop and ask for a job, they will probably end up referring you to their website to apply for a job online instead.
Today, we live in a post-digital world, and we must all learn how to function and survive in it. Digital technology has encompassed every aspect of our lives, no matter how big or small. In fact, you’ve most likely been led to this page through our digital marketing efforts or from a quick search on the internet.
The world of work is undergoing a major shift that is largely driven by rapid technological innovation and digitalisation. HR professionals, now more than ever, will need to move much faster in embracing data, technology and digital transformation. Despite the obvious potential, the HR industry still pretty much operates in a traditional framework, with many putting digital adoption as an afterthought.
However, the pandemic has exacerbated this gap and made it more obvious than before.
Employees, especially those from the younger generations, expect to be able to engage with each other using new modes of digital communication. Instead of emails, they want to speak through video conferencing, chats and even project management softwares like Slack. Job seekers are also more digitally-savvy now, with more and more using search, job portals and social media websites.
If you are still wondering how to effectively engage and attract high performing talent in this digital age, here are some recruitment tips to help you navigate the increasingly complex hiring environment.
effective digital recruitment methods
1. do build a strong online brand presence
The internet has certainly made it easier than ever for candidates to research more about what it is like to work for a company. If there's only negative information about your company on the web, quality candidates will almost immediately disregard you as a potential employer and move on.
If you haven’t already, consider building a mobile-friendly recruitment website that provides your candidates with information on what it is like to work in your company as well as resources on job applications. This can include job descriptions, what candidates can expect out of the job, and attractive benefits that will be offered.
You can also start a blog on your company's website to demonstrate your organisational culture and the benefits of working with you using anecdotes from your employees. Gather testimonials from happy advocates within your organisation, and share them on your career website and social media channels. Employee stories are most powerful and impactful when they are authentic, and are more credible than what the company has to say about itself.
Leverage employee review sites such as Glassdoor, and actively encourage your employees to post reviews on how you are doing as an employer. The transparency and honesty that come through from such reviews will allow potential candidates to form a more accurate perception of the kind of organisation you are. This will help them better manage their expectations and might lead to potential employee referrals.