7 Digital Recruitment Terms You Should Know
This article is about the top seven digital recruitment terms you should know as an HR professional. The world wide web has by far been the biggest game changer for digital recruitment. The arrival of the internet has sparked the start of several big trends that are completely changing the way we do digital recruitment. To paint you an up-to-date picture, I’ll outline the seven most significant digital recruitment terms you should know.
AI (Artificial Intelligence)
There are various applications of AI in recruitment and their number is growing rapidly. For example, a candidate applies to a company and fills in their personal information and CV. They then get an automated confirmation email from the company with information about the next steps.
The email is automatically generated and unique for each candidate. A more advanced application of AI in recruitment can be found in pre-selection criteria. This kind of software uses data and analytics to make predictions about an applicant’s likelihood of success in the role they apply for.
The candidate experience.
If there’s one thing that’s really gained attention over the past couple of years, it’s the candidate experience. There are various reasons for this increased interest in job seekers. In hospitality and retail, for instance, candidates often are future customers of the business. They could also be fans of the company and therefore you should try not to disappoint them.
The experience candidates have in the process, influences their perception of the company and brand. A positive candidate experience might turn even a rejected applicant into a brand ambassador. But a bad encounter is likely to turn them and their network into ex-customers.
“Recruitment IS marketing. If you’re a recruiter nowadays and you don’t see yourself as a marketer, you’re in the wrong profession.”
Data & analytics.
There are two things that caused an increase in the use of data and analytics tools. Namely the internet and also the evolution of the cloud.
The cloud simplified the mass storage of data and basically made it mainstream. Since you need a lot of data to do analytics, that was the moment things really started to kick off. Predictive analytics is changing the way companies hire, particularly in recruitment and preselection.
The idea is to gather historical data and use this to predict a future trend or event. This way, predictive analytics can be used to assess an applicant’s suitability for the role he or she applies for.
But also the likelihood they’ll fit into the company culture.
Employee referrals.
Employee referrals keep getting popular, why? Because referrals generally are higher quality people, less expensive to hire, less likely to leave, and a good source to find passive candidates.
They’re also good for overall employee morale. The big advantage when we talk about digital recruitment, however, is that getting referrals becomes easier. Candidates can upload their resume to our website for instance, and in the process, you can ask them to select the most suitable candidates for similar jobs.
You could even make a preselection based on this candidate’s network. The possibilities are endless.
Flexible workforce.
Remember the times when the majority of a company’s workforce, consisted of full-time employees? Well, those times are long gone.
The average 21st-century workforce is a mix of freelancers, contractors, full-time employees, and everything else. As a result of, among other things, the gig economy and the changing perspective on work and its place in our lives.
This new blended workforce reality brings with it plenty of new recruitment challenges.
“Acquiring the right talent is the most important key to growth. Hiring was – and still is – the most important thing we do.”
Mobile and social.
In their hunt for new career opportunities, job seekers already turn more to their mobile devices than to their desktops.
Because of this, and because of the consumerisation of HR, applicants expect a super smooth mobile application process. Social networks can be a great source for candidates to find their next job too.
Sourcing.
When it comes to finding qualified candidates to fill a position. Programmatic advertising has been a complete game-changer. With programmatic advertising, recruiters can define precisely what candidate profiles they’re looking for, and hence, target only relevant applicants.
As such, this way of sourcing can be a big time and money saver. And there’s more, programmatic advertising is also a powerful tool when it comes to engaging with relevant audiences. The targeted job adverts don’t just go to the right job boards. Potential candidates will also see them pop up via display ads and on their social media channels.
And that’s it for this article, in which you’ve learned about seven digital recruitment terms you should know.
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