When you need to fill a position, you probably do the same thing that decades and decades of hiring managers and recruiters before you have done: write a job description.
Yet while this basic task hasn’t changed, almost everything else about the recruiting landscape has. If you don’t adapt to the times, you’ll be handicapping your ability to bring the best talent on board. But if you do adapt, you can streamline your processes, maximize your recruiting budget, and ultimately, make your organization’s workforce far stronger.
1. Pre-filtered resumes
You’re probably all-too-familiar with the daunting project of sorting through hundreds of resumes—only a small percentage of which will belong to candidates you’ll move to the next stage.
Here’s where an automated screening tool like Hcareer’s Resume Detective is so transformative. Rather than sifting through applications yourself, simply describe the types of candidates you’re looking for, and the software will hone in on the right matches. You can even enable notifications to be sent to your email, so you’ll instantly know when a great candidate applies.
2. Mobile-first recruiting
As smartphone technology continues to get more sophisticated and the percentage of Americans who carry smartphones continues to rise, people are taking their job search from their computers to their iPhones and Androids. According to a recent study, smart device usage in the job search surged 60% in 2015.
This is good news for hiring managers, as the convenience of a mobile job search can bring in more candidates. In fact, Jobvite found that the most common place people are looking for new opportunities is their bed, followed by their current office.
But you’ll need a responsive jobs portal to tap into this candidate pool—and only 19% of businesses do. If candidates can’t access your career info on their touch screens, it’s time for an update.
3. Employer branding
Modern candidates care about more than just the paycheck: They want to work for companies that are the “right fit.” However, implementing and maintaining a strong culture (and hoping job seekers will hear about it through word-of-mouth) isn’t enough. To engage these candidates, you need to broadcast your culture.
Fortunately, technology gives you plenty of mediums for doing so. Not only should you be using social media platforms to tell your organization’s story (after all, 59% of candidates use social media to research a company’s culture), you should also use your job postings themselves.
What would that look like? Good question.
Some employers choose to incorporate pictures of current employees doing day-to-day tasks, which gives potential applicants an idea of what life at their company looks like. Others take it one step further with behind-the-scenes videos or recorded interviews with employees.
You can also describe your mission and values in your job description, which allows people to get a high-level understanding of your culture. Plus, it’ll lead to a self-selecting group of candidates who appreciate your way of doing things—which will boost the quality of your talent pool.