Digital technology: a strong driver for sourcing
Over the last decade, digitalization has transformed and overturned our old ways of working and communicating, and the various means of recruiting staff.
We are now part of an ultra-connected community where the real challenge is to adapt our professional methods to the world of tomorrow to find gems.
Your website is your best ally for recruitment
Do you have a career area on your website?
If not, this is what you should do:
The most important thing is to identify the different fields and filters that are essential for data collection and to facilitate the sorting of applications. This will guarantee considerable time saving for your sourcing team to reach maximum efficiency in detecting the right profile and finding the gem.
Gathering the information to be featured on your site is elementary for providing the best user experience to your future employees, detailing your Human Resources Management process (Recruitment, Integration and Training), discussing your projects and giving the users an overview of the life in the company that awaits them.
Your website is a real resume database, which will enable your recruitment team to perform multi-criteria searches within the applications as part of their sourcing process.
Professional social networks: the ferment of HR digitalization
The professional social networks are real levers for the improved circulation of information and the aggregation of the most interesting profiles.
But what do they actually contribute?
- They facilitate contact between recruiters and workers.
- They enable candidates to collect data about the company: its mission, vision, values, projects and job offers. But beyond this, they enable candidates to choose whether to proceed if the brand image is neglected.
- They activate networks and disseminate information beyond the usual recruitment channels.
- They make true ambassadors: a good employee is a good advertiser. This practice is a cross between conventional methods (co-option) and digitalization. The main innovation has been to show that co-option, which was already known to be an important job search tool, naturally finds a favorable ground in friendship networks.
User experience: Improving the candidate experience
The aim is to offer a smooth and simple service to applicants.
- A platform with easy-to-find information: a mobile-friendly site with a well-detailed recruitment and onboarding process and an easy-to-fill-in form. In this phase our UX/UI experts identify your process and map it out, informing applicants about the future steps of the process and enabling them to access the status of their application.
- A non-automated response: Even when the answer is negative, the automated digital processes must contribute to creating a more human link.
The user experience has a real impact on employer branding. A double-edged tool.
Many companies have a space on the site that is entirely dedicated to hiring their future employees. When done correctly, these are the perfect example of employer branding.
In fact, they are both recruitment and platforms and communication platforms, used to deliver a message about the company and to attract those who recognize themselves in the image the company conveys. Articles and employee testimonials drive employer branding forward.
However, these recruitment sites are only an endpoint of the company's online presence. The work of attracting candidates starts much earlier, on social networks. This is where the company can report about its business activities and tend to its online reputation.