Recruiting in the Digital Age – Tips for Companies

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Recruiting in the Digital Age

In the past, when people wanted to apply for a job, they went straight for the newspaper classified ads. But then, with the arrival of the Internet came online job boards. Today, job seekers have more tools, including social media.

Recruiting in the Digital Age – Tips for Companies

What do all these mean for companies looking to recruit new employees in the digital age?

The evolving job market

Technology is a crucial driver in these changes.

Today’s job seekers have diverse tools that help them find job openings. But, more importantly, they can easily learn about each company they are applying for, even what it is like working for these firms before they even hit the ‘apply’ button.

Another critical factor affecting the job market is the entry and projected dominance of millennials in the job market. Besides being technologically savvy, millennials have different work values than previous generations.

Adapting to changes

In a competitive job market where top performers are highly sought assets, companies must work doubly hard to attract top talent and retain their top performers.

How, exactly, can companies do that?

Cast a wider net.

Online and offline job ads and career fairs remain the company’s top recruitment tools. However, it is essential to underscore those job applicants today are tech-savvy, and you, your HR department, and your trusted recruitment consultant must recognize this.

That means going beyond the tools you are accustomed to using. Depending on your industry and the positions you are recruiting for, you can tailor-fit your recruitment plan to entice the right applicants.

Know that branding matters.

Job applicants today actively seek ways to engage with companies at different levels. As such, your company must build your brand, especially online, where prospective hires can learn about your company’s vision, offerings, and culture.

It is also crucial that each online engagement between you and prospective hires be positive. For the most part, that means carrying a unified message across your company’s different online platforms.

Watch out for passive candidates.

Apart from actively focusing on job seekers who submit their applications to your company through different platforms, including passive candidates in your recruitment efforts is worthwhile.

Passive candidates are people who are currently employed and are not actively seeking new jobs. Although they are not active in their job search, your company can entice them by offering them an attractive position and compensation package.

These candidates may follow your online presence across different platforms, and for the most part, their interaction ends there. But once you have an opening available in your company, these candidates will further research your company and its culture.

The chief advantage of recruiting these candidates is that you won’t work against other companies. Furthermore, you can tailor-fit your offer to them once you have found the right candidate.

Consider employees as company ambassadors.

Employees are a vital recruitment tool that is severely underutilized in many companies. But how, exactly, can your employees help in recruitment?

For starters, your employees know your company and are fully aware of the culture and what it means to work there. Second, they have networks that you can tap into for recruitment.

One of the best ways to utilize your employees is to use them as ambassadors. You can award top performers and ask them to star in your recruitment videos.

When new positions open up, your employees should be among the first people made aware of these. You can then enlist their help spreading the news about your new job openings.

A new approach

The combination of the availability of online recruitment tools and the expected dominance of millennials in the job market necessitates retooling approaches to recruitment companies normally use.

Today, it is not merely enough for companies to look at a pool of candidates and select the right person for the job.

Considering the job search landscape changes, companies should pay attention to how job searchers perceive them.

Equal attention should also be given to streamlining the recruitment process, making it easier for potential recruits to access necessary information. Something as simple as a recruitment FAQ can enhance a job applicant’s overall experience with your company and can have a positive impact that can cascade down to other potential recruits in the future.

As the job market continues to evolve, as influenced by different factors, so should companies tailor their recruitment strategies to attract top talent.

Waiting for the right candidate to walk through your office doors is no longer enough. Take active steps toward retooling your recruitment efforts, and you will be rewarded shortly.


David Mackenzie, a recruitment professional with over 20 years of experience in the field and a record of entrepreneurial accomplishment, is Managing Director and Head of HR at Mackenzie Jones. As the Group MD, David is responsible for the overall direction of the Mackenzie Jones Group, including Mackenzie Jones, MumsAtWork, MENA Solutions, Simply Digital, and ThinkTech.

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