Does your recruiting strategy reflect the expectations of today’s workforce? Almost nobody is recruiting the same way they did 3 or 4 years ago. But are you recruiting the same way you did last year? What about last week? How often should you change your strategy? What about your technology?
Consider the following:
- The rapid rise in the use of mobile for job searches
- The continuous shift in the social landscape (are you using Instagram for recruiting?)
- The shrinking of attention spans
- The rise in expectations for ‘smart technology’ (why doesn’t this website know where I am??)
If you are using recruiting technology that you purchased more than five years ago, you are probably due for a review. But, it’s important to balance the bells and whistles of new innovation with the need for stability and scalability of your solution. A great example of this is mobile application. It’s important that your career site renders effectively on a mobile device, but, technology for supporting the entire application process on a mobile device is not quite ready for prime time. Candidates do not often have a resume on their mobile device, and don’t have the patience to retype their work history on a tiny keyboard.
In terms of ‘social recruiting’ (a term that has been widely abused), it’s not enough to just be using Facebook, you need to understand how to use it effectively. In fact, what you really need, are tools that will help you measure whether every single channel you use for sourcing is effective at all. Those tools need to distinguish between candidate traffic and actual hires, between low cost and high cost sources and show which sources work for which jobs.
Today’s candidates don’t have the patience to weed through a lot of text to find out about your company or wade through a lot of clicks to find the right job. So, it’s critical that your career site and all of your job advertising be compelling, targeted and timely. So, you need the right tools for that too.
It’s not easy to keep up with the changing recruiting landscape, but at SuccessFactors, we are working hard to stay ahead of it with our end-to-end recruiting solution. We have the modern tools to help you attract, engage, and select the talent you need to grow your business.
Our very own Will Staney is a true recruiting technology guru, who is better than anyone I know at keeping up with the latest and applying it to SuccessFactors own recruiting strategy. You can follow our blog to see what he’s up to, but better yet, come hear his thoughts on what’s new, what’s working and where things are going in the future of recruiting on his September 12th webcast: How to Apply Marketing Best Practices to Improve Your Recruiting Results. Don’t get disconnected from today’s talent – registernow.