Digital Recruiting

Prepared By Manu Melwin Joy

Assistant ProfessorSCMS School of Technology and Management

Kerala, India.Phone – 9744551114

Mail – manu_melwinjoy@yahoo.com

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Digital Recruiting• Recruiting and retaining talent remain

the top challenges faced by organizations in this decade.

• Smart companies know that they're only as good as their best workers, and will prioritize seeking out the best of the best for their organizations.

• As technology continues to evolve, it plays an increasingly important role in the way companies approach the talent search and the hiring process.

It's all about digital

• When LinkedIn and online job applications first began to gain traction, they were seen as supplements to the traditional paper résumé and in-person interview.

• Today, the world of recruiting has gone nearly 100-percent digital.

Candidates expect a fast, easy application process

• Today's job seekers know their worth and are aware of the competitive landscape.

• They see opportunities everywhere, and if one employer takes too long to respond or makes it difficult to apply, they'll quickly pass it up for another job opening.

Your "employment brand" is a key selling point

• Savvy candidates will evaluate company brands before applying to or accepting a job, much in the same way they evaluate consumer brands when shopping.

• So it's imperative [to have] a well-designed career site to deliver a cohesive brand image that reflects the company mission, vision and values.

Employers need to focus on passive candidates

• Passive candidate are individuals who aren't necessarily seeking a job, but are open to new opportunities.

• Today's professionals expect employers to search for them and take their online branding and positioning very seriously.

Data analytics are getting more sophisticated

• High-quality analytics programs already have been applied to customer data to help businesses make better strategic decisions.

• Candidate information will increasingly get the "big data treatment" so recruiters can quickly and easily locate the best people for the job.

Mobile Recruiting• According to Kelton Research, 86%

of active candidates were using their smartphone to begin a job search in 2015. 70% of those wanted to apply via mobile, and 55% wanted to upload a resume onto a career site.

• On the flip side, 80% of decision makers did not have optimized career sites, and 82% did not have job posts mobilized.

UPS Recruitment Strategy

• In 2005, UPS decided to change their recruitment strategy and move aggressively to online recruiting.

• They wanted to be able to address their high volume, seasonal, and part-time hiring needs at a reduced cost, and align their strategy with the technological image of UPS.

UPS Recruitment Strategy

• The first step was to create a Careers page with images showing the benefits of working at UPS.

• Videos also depict a “day in the life” to give the candidate some perspective.

UPS Recruitment Strategy• Facebook and Twitter proved to be

successful for driving candidates to the website, as did LinkedIn to a lesser extent.

• However, from the very beginning, a mobile app to text candidates has been used from the very beginning.

• Text message seemed to be “personable, engaging and efficient.”

UPS Recruitment Strategy

• The results: UPS is hiring more on Facebook with the quality of hires from Facebook and Twitter higher than all other online media. Interview/hire ratio is 2:1, and the cost of hire went from $600/700 to $60/70 per hire.