Tracking your progress (analytics)
When job boards turned virtual and sites like Indeed.com and
SimplyHired.com popped up, companies scrambled to put themselves everywhere.Putting time and energy into 10 different sites is less efficient than focusing all that energy on the top 5. People will argue the value of one site over another, but it’s all-relative. Your company is unique and won’t get the same results as others.Technology can help you find those top 5 sites that are most valuable for your business.Keep close track of all your virtual listings. Monitor how many applicant search one draws in. Monitor what percentage of those candidates were strongly considered and how many were hired. Document as much as you can about the results you see. It might seem tedious to organize all the data, but the more data you collect, the easier it will be to see trends. Maybe one site doesn’t reign in many candidates but the ones they do are all very high caliber. This might be more useful to you than a site that gets a lot of attention but little real talent. Figure out what is working for you and focus on that -- Quality over quantity.
Competition is fiercer than ever; that goes for both recruits and recruiters. So you’ve got a cool website and some fancy business cards, so does everyone else!That is not enough! What is it that makes your company different from your thousands of competitors? What do you do better than ANYBODY else? Focus on that and highlight it.This is branding. When a candidate leaves your career booth or website this is the thing that should stick in their head. Technology allows you to integrate your brand everywhere, so take advantage of it. Sprinkle your company’s personality throughout everything applicants are looking at; websites, job listings, twitter posts,applications, everything! Good branding will help candidates remember you and feel familiar with your company, so don’t miss any opportunities to make an impression.
A resume is a summary of someone’s professional history…but that’s about it. It doesn’t do much to help get a feel for the person, or gauge their personality. Many application processes and recruiting sites now provide social media integration.This means when you look at a candidate’s application, you aren’t limited to a resume and a few short responses, but can access their online personality as well.The candidates aren’t just names on a piece of paper, they’re people! The online application process can be pretty impersonal, social integration can help to alleviate that.
The in-person interview used to be the go-to first step for job recruiters. New technology has changed this standard and has created more convenient ways to
interview applicants. Phone interviews led to Skype interviews, with even newer methods emerging. Convenience is great, but beware the price you pay for it.Some companies are now using Video Interviews for new candidates. This process involves a recruit being video and audio recorded at their convenience.They are fed a series of pre-recorded questions and given a few minutes to record each response. This allows recruiters to interview virtually limitless candidates and sort through their responses at their utmost convenience.This sounds great, right? It’s much more convenient for both parties, so why not use this convenient new technology? Take a long look at what you lose in the process. Can you really gauge a person’s personality from a video of them answering questions asked by a computer? Is this the best way to get a feel for your applicants and for them to get a feel of you and your business? I don’t think so.Before you implement fancy, convenient new technology, take a step back and ask yourself if the convenience is worth the cost.