When it comes to employee retention, we’d like to think our employees will stay and grow with the company. The reality of it is, not all employees will stay forever, and some of the ones who leave won’t give us proper notice to prepare for a replacement.
When this happens, employers can be in a rush to bring in new talent. Without the proper tools, however, it can be a long, daunting process. One way to avoid the scramble of acquiring new talent is to implement technology that speeds up the process from beginning to end.
1. Social Media
Drawing in qualified prospective employees can cause a stall in talent acquisition from the start. One way to avoid this initial bottleneck is through social media.
Social media can be used in a variety of ways to reach possible candidates and let them know you’re hiring. Placing paid advertisements on social media like Facebook or Instagram can get the word out about your company and any positions you have open.
Beyond paid advertising, you can utilize social media that focuses on professional development, like LinkedIn. Through the use of platforms like LinkedIn, recruiters can scan through the database of professionals and directly reach out to see if specific prospects are interested in applying.
If you want future employees to find you organically, you can utilize company social media accounts to show off your achievements and culture within the company. Additionally, you can attract possible applicants by using hashtags like #WeAreHiring or #WorkHere to draw specific attention to the benefits of working at your company.
By using some or all of these social media techniques, the number of applicants you get for any position is likely to increase.
2. Automation Software
When you have a pool of people applying to work at your company, it can be difficult to sift through all of the applications and ensure you’re picking out the best candidates to interview. Typically, you know what types of people work well with your current employees, so why not simply extract the applicants who are ideal matches?
Technology like Robotic Process Automation software can filter through an applicant’s curriculum vitae (CV) and search for key terms and attributes to determine if the application is worthy of manual review. This customizable technology reduces the amount of time it takes for a hiring manager to look through candidate applications. If recruiters can look through a few dozen applicants, who are likely good matches, instead of hundreds, they will be able to spend more time with candidates who have the potential to work for you and less time weeding out candidates who didn’t have a chance to begin with.
3. Phone and Video Interviews
After you’ve gone through the process of finding employees who are worthy of an interview, it can sometimes take weeks before you find time to meet. What if your interviews could be scheduled conveniently within hours or days of reaching out to candidates?
Phone interviews are a convenient, quick way to conduct first-stage interviews. All participants can engage in the interview from the comfort of their home, office, or even their local caff. This requires little planning and avoids scheduling conflicts, ensuring that the interview will happen as soon as possible.
When your candidate moves into late-stage interviews, what happens if they live in another city or country? Video interviews enable employers and potential employees to meet face-to-face without being in the same room. This can significantly reduce the cost and time spent on travel, and lodging for an interview and it opens up your organisation to a larger talent pool by not boxing yourself into a specific region.
You can implement this technology to conduct interviews and ultimately reduce the amount of time it takes to send offers out to qualified employees.
4. Chatbots and Surveys
After you’ve successfully recruited and hired new talent, it is important to implement Chatbots and surveys during the onboarding experience to help acclimate them to their new role in the company.
These technologies accelerate the rate at which new hires are informed about their role and the company as a whole. Beyond this, these technologies provide valuable data that can be used by employers to accelerate future talent acquisition processes.
Using the data collected from new hires, employers can find overlapping traits and qualities that point toward a desired candidate. This information will allow them to continually refine their automation software to better determine what applications should be pulled for manual review.
New talent acquisition doesn’t have to feel like a scramble for your company. It can be smooth, clear sailing with a little help from technology. Implementing any of the four different options can help you acquire qualified talent and get them into their role at the company faster.
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