Technology developments affect every industry, but in human resources, technology can sometimes be overlooked. This isn’t to say that the new copier isn’t the talk of the office, but how technology is shaping the hiring and recruiting industry is what really needs to be the focus.
Job Board Sites
Job board sites have really taken off in recent years as they’ve provided employers with the ability to seek out qualified candidates from around the world without having to put too much effort into things. This has also allowed candidates from all over the world the ability to apply for jobs that would have been inaccessible to them just a decade ago.
A word of caution when using such sites: even though the economy is still slow, don’t get too choosey. Because of the Internet, candidates now have a larger selection of potential employers to choose from, meaning your overly-detailed demands may get bypassed as a result of … being demanding.
Tech and media are garnering more and more of American adults’ attention these days, and a big part of this is due to mobile. In the past, if you wanted to utilize the power of the Internet, you had to be sitting in front of a desktop. Then, laptops became a thing and people could access online information on-the-go. Unfortunately, older laptops were cumbersome, had terrible battery life, and did not have access to then-still-uncreated wifi. Early Internet on phones was even worse as there was no standard for mobile formatting and data connections were slow to say the least.
Today, virtually everyone has a smartphone and many areas have access to wifi or fast network data connection, such as 4G LTE. This means that candidates are just as likely to find your job postings while away from home as they are in front of a computer. As such, you need to make sure that your job postings, your company’s careers page, and your emails and social media job postings or updates are optimized for mobile.
Likewise, if you allow candidates to apply from their mobile devices, this adds a whole new level of attention. Mobile job applications may need to be scaled down compared to regular online applications. This is because the candidate likely doesn’t have time to fill out all of the standard information, and trying to type all of that out on a small screen would be tedious, likely turning away viable candidates. Instead, provide a mobile version that gives the candidate to express interest and receive a link to the traditional application on a computer.
Social media sites are great ways to not only advertise open positions, but they are also perfect for promoting and sticking to your brand. Remember, the applicant needs to feel that your company follows its core values from the application process through the hiring process and into the workplace. Don’t promote one thing on social media and then deliver another in the interview.
Social media is also important in that people are now freer to discuss their experiences being hired, working at a company, or being let go. One wrong move and thousands or people or more may hear about it, diminishing not only your chances of bringing in more qualified applicants, but also maybe doing damage to your company’s reputation.
This is why social media must be treated as a live mic. Anything that is said on Facebook, Twitter, YouTube, etc., is likely to be seen and archived, so treat you words and actions with care.
Company Rating Sites
In a roundabout way, company rating sites, some which double as job board sites, are also social media. Sites like Glassdoor and Indeed invite users to share their experiences and ratings of companies for whom they have worked, applied for, or interviewed with. This ability may work in your favor, but it can also hurt.
As mentioned above, social media allows for people to share experiences, but company rating sites are focused on company approval. Many candidates are now checking these sites for company reviews just as much as businesses are looking into candidate social media profiles. If you garner enough negative reviews, this type of technology can have a serious impact on the amount of qualified applicants you receive.
Think about it: if your company had only gone the extra mile to put the right interviewers in place, it wouldn’t have a 1-star rating from a candidate who rejected the offer. Or, if the application process had only been that much simpler, your company would not be losing out on dozens of great candidates due to a poor review. Check out these sites often and make sure to respond to criticism in a respectful manner.
Finally, the online application process needs to be easy and intuitive. As mentioned, online applications for mobile users can be streamlined for the time being, but always insist on a full application at the end of the day. What you should avoid doing is requiring applicants to upload a resume and then submit the same information in a form. This is not only time-consuming for the applicant, but it can be incredibly frustrating after filling about 20 applications in a day when they don’t hear back. Essentially, the entire day has been wasted, and when you’re unemployed, every second literally counts.
You should also make it a point to review each application or resume that comes in. This is only fair, especially if you’re putting the applicant through a lengthy process to get started. If you don’t have the time or manpower to review each application or resume, work with a recruiting team or qualified job board to get the work done for you.
Once again, technology can certainly help in finding the right candidate for an opening, but it can also hurt when not used properly. By following the above suggestions and recommendations, you’ll likely have an easier time get roles filled faster by the right people.
Andrew Rusnak is an author who writes on topics that include human resources development and technology.