Time For An Upgrade: How To Use Technology To Improve Talent Acquisition

Today’s talent has been born at a time when most households had at least one personal computer, a mobile phone and 24-hour access to the Internet. As technology advances, seemingly every day, the ways candidates search and apply for jobs are also changing. As recruitment professionals, it is crucial for us to adapt to these developments if we are to match the right people with the right opportunities.   Fortunately for us, there is no need to reinvent the wheel when it comes to the technology we need for a seamless, integrated recruitment process. We already have the tools. We may even be using them in our day-to-day processes already. We simply need to learn to use them more efficiently.

  1. Have a strong, on-brand online presence

For staffing companies like TASC Outsourcing, this means keeping the company philosophy of finding talent with the right skills and abilities for our clients’ specific requirements top of mind. This is communicated on all our platforms, from the company website to our Facebook page. Companies looking to hire talent should make their company culture and work ethic clear and their communication engaging to give applicants a “feel” of what it would be like to work for them. Today’s generation of employees are more savvy than we think, and the perfect candidate just might pass you by if your website or social media post is filled with irrelevant, buzzword-filled “non-information.”

  1. Make the technology you use work harder for you

Most staffing and recruitment companies already have the basic tools: a website that accepts candidate résumés, software that aids them in the screening process, and a team of professional, specialist recruiters to conduct pre-interviews. Integrating all these into one complete and streamlined process will not only improve the experience for candidates but will also help make it more time efficient. Take advantage of video-conferencing apps. With time at a premium and everyday headaches such as traffic congestion and transport issues, video conferencing allows both you and the candidate to meet at a convenient time and a less stressful environment. This also gives you the added benefit of extending your search to talents who are currently not in the same city or even country as you.

  1. Avoid duplicating processes

If your website already asks the candidate to fill in an application form, they shouldn’t be asked to bring a printed-out résumé or fill in a physical form during a face-to-face interview. Set very strict parameters on your candidate screening software to ensure that only the most qualified applicants get through to the next stage of your recruitment process. Make what you require of the candidate very clear at the onset so they don’t have to keep coming back and become frustrated by a perceived lack of organization.

  1. Be mobile friendly

An ever-increasing number of applicants search for jobs using their mobile phones. And they’re not only visiting traditional jobseeker websites either. Optimising your website for mobile phone viewing, using social media platforms like Facebook and LinkedIn for job postings and utilizing hashtags on Instagram all ensure that your posts are where the right talent is most likely to see them.   Lastly, remember that technology is a tool that enhances and improves your day-to-day processes. It is not meant to replace human, personalized interaction and engagement. While a very sophisticated screening software can sift through hundreds of résumés per minute, it cannot take the place of a highly trained professional who, beyond what’s written in black and white, can tell from body language and verbal cues whether the applicant being interviewed fits a client’s specific needs. Used correctly and appropriately, technology can optimise your recruitment process and allow you more time to plan more strategic acquisitions and placements.

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