Pre Hire Hr Recruitment Technologies

Over the past few years, the domain of recruitment has evolved radically. From online job postings and scanning job boards, online recruitment has now gained a new dimension with the evolution of social media.

The ushering in of social media has given a new shape to online recruitment and more and more companies are resorting to the same. In a recent survey conducted by Jobvite it was revealed that more than 75% of hiring managers prefer to glance through a candidate’s online presence and behaviour. Needless to say, many recruiters end up approaching candidates directly on these social media platforms and they do excel in the process of online recruitment.

According to an annual recruitment survey conducted by CareerBuilder in 2016, the percentage of companies that depends on social networking sites to review job applicants’ profile has grown up to 61% compared to 52% in 2015.

From the above information, it can be concluded that, in the domain of online recruitment, the sub-segment of social media recruitment has shot up like anything. Needless to say that there are ample benefits of the same. Some of the benefits of social media recruitment are explained in the paragraphs below:

#1. Tapping passive talent

The first and foremost, online recruitment via social media helps in the process of tapping passive talent. Having a strong presence in social media helps in tapping a lot of passive candidates and of course reach out to them directly. Accessibility to the right kind of candidate is possible and that too directly, is possible only via social media.

#2. Quick sharing:

Whenever there is a vacant position in an organization, posting it on a social channel can help you instantly spread the word and grab a lot of eyeballs. Facebook has the ‘share’ button option, LinkedIn has the option of ‘job postings’, and Twitter offers the option of ‘retweeting’. Through these, recruiters can easily lead to jobseekers and end up connecting with a host of candidates.

#3. Saves a lot of time and money:

The next major benefit of online recruitment via social media is that, it saves a lot of time and money for both recruiters and jobseekers. Social media often proves to be a great time saver. Social networks streamline the recruitment process and decrease its duration time.

#4. Has a personal appeal:

Another benefit of online recruitment via social media is that, it has a huge personal appeal. This personal appeal can actually do wonders in terms of candidate sourcing and attracting. A personal appeal of the recruiter in candidate search process helps in the end.

#5. Engage and get quality hires:

Social media recruitment allows recruiters to engage with prospective candidates and thereby tap quality hires. The ability to interact with possible candidates is a great way to engage them with your company. The more engaged your prospect hires would be, the better it is for you in terms of ensuring quality hires. Needless to say that quality hires will be an overall enhancement for your organization.

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When you inquire about the prime necessities in the years to come, every CHRO and CEO would say that the most significant aspect of their business is ‘talent management’. In fact, the increasing competition in each business segment has given talent management a higher priority in the recent times. Nobody can argue over this fact that talent management is so crucial these days. Talent leaders love to talk about succession and talent management. Talent management is not about a short-term practice, it is something, which is kept for long-term in the business priority list.

Indeed, talent management is crucial, but you should know that it is a long-term practice, which needs to be dealt on an urgent basis. For talent leaders, it must be like in the priority list, which HR must deal with it. The biggest ever challenge for organizations is to make the talent management activities done on a priority basis. Following paragraphs on the ‘role of talent analytics’, ‘team focus’ and ‘approaching talent across the boundaries’ and would highlight the talent management trends for 2018:

The Role of Talent Analytics

Organizing and control are overhyped topics. Many of the talent management agendas increase the cost and fail to deliver as per the expectations. Talent analytics is the base of most of the talent management primary actions. Talent analytics can fuel talent management in a fascinating manner. We can hope that talent analytics would become more relevant in the coming years to assist talent leaders for a better talent management.

Unfortunately, many organisations fail to utilize talent analytics for a better talent management. When the focus becomes more ‘today-centric from the future-centric, the speed increases automatically. Otherwise, things, which we do not have, control over starts controlling the present business especially the talent management segment.

The Role of Team

In recent times, HR is a concept which is more focused on individuals. But, at the same time, the entire team is putting the efforts to take the business to another level. Here, in the coming years, developing and reinforcing talent teams will be the priority. It will get more attention in the future.

The Role of Talent Across Countries

You can find talent in all places. You can increase your talent base by approaching the available talent through different regions. You can make your talent large pool bigger than ever if you stop thinking about the easy to seen talent. You should see beyond the boundaries.

We can hope for revolutionary changes to happen in the following years in the talent management segment considering the present day transformations!

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