How to Acquire Talent in a Digital World

The digital revolution has simplified our lives in countless ways. We can now perform a virtually limitless number of tasks in a matter of seconds, no matter where we are, using a pocket-sized device.

Yet you could also argue that technological progress has made our lives more complicated. By being constantly connected to everyone and everything, we are overloaded with information, and overwhelmed by choice.

This is true in the world of recruitment, where despite it being easier than ever to advertise, search for, or apply for a job, the digital revolution has brought fresh challenges for both candidates and employers.

Information overload

Recruitment campaigns now bring a level of reach and exposure that would have been impossible a few years ago. No longer restricted by geography, businesses can cast their nets wider, and build remote teams of global professionals.

From the candidates’ side, mobile technology allows them to browse job ads anytime, anywhere, receive automatic job alerts, and apply for multiple positions in a matter of seconds.

As a result of the sheer ease with which people can apply for jobs, businesses must deal with a greater level of interest than ever before. Many simply cannot cope with the volume of applications, making communication with applicants slow or in many cases non-existent.

Employees know that as the number of applicants for each job increases, their chance of success decreases. To counteract this, they apply for more and more positions, to increase their chances of getting a response. This, in turn, only exacerbates the situation.

For employers, this problem is compounded by the fact that candidates now approach employment decisions with a consumer mindset. Just like customers, they expect slick, hassle-free processes, instant access to information, and clear communication. Buried under mountains of applications, most businesses simply cannot offer this.

Quantity, not quality

According to Gartner, the sheer amount of information that candidates are bombarded with, coupled with the ease with which they can apply for positions, is leading them to make bad career choices.

In fact, almost half (46%) of employees say they would not make the same decision in hindsight. Of those candidates who regretted their decision to join a company, 38% planned to leave within 12 months. By way of comparison, of those who don’t regret their decision, only 7% planned to move on.

This is a problem for both parties. For the candidate, it means the upheaval of having to enter the employment market again; for the employer, it means more disruption to a team, and the huge drain on time and resources that comes with yet another recruitment campaign.

It’s clear that something needs to change, but what? Here are four suggestions for recruiting in the digital world.#

  1. Provide clarity of information

If you’ve browsed job ads recently, you may have noticed that they all look strangely similar. Rather than providing detailed information about the position, you see the same hackneyed buzzwords again and again.

When most companies are looking for a self-starter with a can-do attitude to work in their high-energy, dynamic, or fast-paced environment, how do you distinguish one opportunity from another?

Provide the information that candidates really want to know – where they will be working, what their team will be like, how performance is managed, what opportunities there are for L&D and career progression, etc.

  1. Improve the candidate experience

Once someone has applied for the position, it is now your responsibility to ensure that their experience as a candidate is second to none. Too many companies neglect this process, simply because they don’t have the resources to interact with hundreds of people simultaneously.

The way forward, of course, is to embrace new technologies that automate these interactions. With a recruitment chatbot, you can ensure that everyone is kept in the loop at all stages of the process, while providing instant answers to job-related information.

Using technology, you can make the recruitment process fun, informative, and hassle-free for all candidates – whether they are successful or not.

  1. Offer something different

With candidates exposed to a mountain of job ads and job-related information, it’s important to stand out from the crowd. Rather than doing what everyone else is doing, why not try something different?

Job ads don’t have to be written. You could try a video instead, with relevant people talking about the job, the type of candidate they are looking for, and what you can offer them.

In these digital times, you can take the candidate on a journey, show them around your workplace, and introduce them to the team – and all before you make formal contact.

  1. Have a clear identity

Again, to appeal to candidates bombarded with job ads, you need to show them what makes you different to every other employer out there. Make sure you talk about your company’s culture – i.e. the values and goals that define the work you do. This will ensure that you attract people who share these ideas.

By following these steps, you’ll give job-seekers the information they need to make the right decisions. You’ll cut through the deluge of job ads to reach candidates that share your cultural outlook. And you’ll win them over from the start.


Nick Edwards - http://www.praguecopywriter.com/

Nicholas Edwards is a freelance writer and editor based in Prague, the Czech Republic. When he's not helping local businesses master the English language, he loves writing about the future of work for People First. 

Linkedin Logo