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Recruitment through social media

As anyone who has lined up all night in the cold for the latest Smartphone will tell you, keeping up with technology isnt easy, but with many HR departments considering more responsibility for resourcing, it is essential to stay abreast with the numerous recruiting channels, tools and technologies that have came forth in recent years.

While areas such as social and mobile recruiting are still subject to significant hype, they are increasing in value and HR needs to evaluate where their true value lies. Today everyone can be found anywhere on the web; the challenge is what to do after that. There is already an overabundance of social recruiting tools to find people hastily – that is not the problem, but the problem is how to best correspond, get in touch with and engage with the people you find in a time-effective manner.

With so many channels available, HR not only identifies which are best for their needs but also find ways to use them professionally and effectively. Similarly, domains such as video-interviewing and gamification present possible ways to develop recruiting practices. When it comes to the mobile space, institution need well thought-through and consistent strategies that will bring exceptional candidate experience. Tools and technologies are being formulated in many areas that can help HR make more successful use of existing and promising recruitment channels.

Heres a look at few technologies and tools that have the potential to change the way you work.

1. Applicant tracking systems (ATS)

The lowdown ATSs were among the first bits of online recruitment technology that came forth in the 1990s. Early systems did little more than go after incoming CVs but in recent years they have prolonged their functionality into domains such skills-matching, CV parsing and job posting to numerous channels, with social media. Numerous talent management research and counseling firm consider todays ATSs are integration platforms” that unite to other tools and services used in the recruitment process.

How it will impact the way you work

Although there has constantly been a core technology for HR departments, the new age group of ATSs can help bring many enrollment functions into an innermost place, further contouring practices. One is Tribe Pad, which depicts itself as a social” ATS and whose users can publicize their jobs anywhere on the web. It boasts intellectual skills-matching established on semantic technology and supplies built-in real-time analytics to assess what channels execute best.

Significantly, the product allows bosses to create specific communities established on skills and location so they can more easily be in touch and connect with those prospects on the system. Recruitment and HR departments need to dig up maximum value from their ATSs, not just when expecting for talent but to take advantage on the talent that already occupies in the system.

2. Mobile recruiting tools

The cheap Mobile internet and recruitment has had many forged starts, but record sales of powerful smartphone and tablets are liable to result in portable usage leapfrogging desktop browsing for the first time this year. It has forced mobile recruiting to the front position and is anticipated to become the key channel for hiring. Research shows that atleast 2.8 million jobseekers contact job list from mobile devices every month, with 67 percentpercent appearing daily. A Potential Park study found 88 percentpercent of them look for vacancy on their mobiles, with one in three eager to apply using their device.

How it will impact the way you work

Mobile takes enrollment into a completely new space. Understanding how individuals behave in the mobile atmosphere and making sure it matches the quality of the full desktop will be important. Mobile enrolling tools can be cracked down into four main areas: QR (quick response) codes, text alerts, apps and mobile-optimised sites. But habitually it is the latter that is neglected, with many commercial career sites failing to suggest candidates any customised mobile experience, accepting the client journey and how company use mobile is an important phase of recruitment marketing.

3. Gamification

Gamification is the extensive movement of applying game mechanics to non-game environments, such as recruitment, to inspire people or change behaviour. Analysts estimate that it is placed to become a highly considerable trend” over the next five years and that, by next year, more than 70 percentpercent of global 2,000 organisations will have at least one gamified app.

How it will impact the way you work

Gamification has the authority to bring significant efficiencies at the front end of the enrollment process both as magnetism and an appointment tool as well as a means to promptly identify people with the right skills for a particular role. It can also be used to better unite, commune and fabricate relationships with candidates in the talent pool. There is a promising market of gamification developers, such as Connect Cubed, which builds appraisal games that could, for example, be used on candidates in a talent pool, while People fluent has an app to boost the meeting of managers in its talent management software. In its truest form, gamification is about driving date with new and [innovative] tools in a stimulating and innovative format.

4. Location technology

The lowdown Geolocation is the power to discover the real-world geographic location of a person from their mobile phone or computer device, normally using the users internet protocol (IP). Still in its early phases, it extends a low-cost way to target probable candidates on the move at an individual level and aware them to appropriate job vacancies.

How it will impact the way you work

It has the prospective to bring staffing and HR teams much closer to the right talent. Although increased mobility, a large part of employment is still acquitted at local level. Today when you inquire jobseekers what is significant to them, the three things is always salary, job title and location, which has released a mark that tells people about vacancies near their place or as they travel through a particular area such as on their commute. The ability to provide targeted job publicity based on location is somewhat jobseekers now expects and that HR professionals should take note.

5. Video interviewing

The cheap the level of improvement has so far exceeded HR and recruitments appetite to use the tools available. But this may be changing: a study done by a specialist recruitment consultancy found that almost 41 percent of HR directors had enlarged the use of video-conferencing to perform interviews compared with last few years.

How it will impact the way you work

Video interviewing can choose up on slight emotional clues and body language. Although this should not substitute face-to-face interviews, its speed and expediency allows more candidates to be seen close-up, together with something of the individuality, in the early stages of the enrollment process. Video is also the medium of younger generations so HR must become more consenting of its place in the staffing process. Managers are encountering it increasingly difficult to source skilled local professionals and are spinning towards technology to help them. Video is principally useful for candidates who have a long journey and allows hiring managers to carry out a visual and verbal opinion of the candidate.

6. Internet sourcing

At the most complicated level; internet sourcing relates to highly-skilled people deploying a range of superior searching techniques to seek out hard-to-find talent. On a day by day level, social and specialized networks such as LinkedIn, Twitter, Facebook, Flatparty, have become the documenting apparatus of the trade for hiring professionals.

How it will impact the way you work

The beginning of LinkedIn and Facebook challenged conservative employment practices. Suddenly, by doing keyword searches in-house recruiters and HR divisions could gain entry to the same candidate details previously detained only by reputable recruitment agencies. Every recruitment team, in-house or agency should have a clear approach around how they use LinkedIn, whether they compensate for the service or not. LinkedIn holds so much data and its search tools are phenomenal for intelligence-gathering as well as discovering budding candidates. Its also important for organisations to mull over what they would do if they lost LinkedIn. But there is far more to internet sourcing than LinkedIn. Google+ is under-used for employment; its relative novelty has the advantage of holding up-to-date profiles. In the meantime on Facebook, a tool called Graph Search assists to make people and their data more ascertainable.

The challenge for in-house teams is to find the tools and techniques that will position them towards the right talent economically. Semantic search capability, which bases its outcome on significance rather than a word-for-word match, assures much but is still in the early adoption phase.

The author is Anto Toms, CEO of US based, a unique and superior free social networking site pioneered in two way communication via sms and email allowing registered users to create profiles, upload photos, video and music, send messages alongside public features like groups, events, polls and blogs. He can be reached at [email protected]

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