Technology is a beautiful thing. In fact, when Facebook and Instagram went ghost for almost a day recently, we were reminded just how essential it is to our everyday lives. But that’s not to say it isn’t without its fair share of drawbacks.
If you’ve been privy to the recruitment or hiring process in recent years, you’re likely aware of the challenges presented in this digital age. These obstacles were especially heightened during the pandemic while the option for in-person interviews were omitted altogether.
The good news is that with the right strategies and planning, you can stay ahead of your competitors and make technology work in your favor.
Here are a few areas we recommend you and your team focus on to avoid falling behind:
Instant gratification is here to stay- We live in a world powered by now. Potential candidates have corporate comparisons at their fingertips and are approaching interviews with a new, more comprehensive perspective than ever before.
How can you ensure your online presence will attract the best in the field? You’ll need to delegate a solid team to help. Seek out creative thinkers who will utilize technology and social media to leverage your company ahead of competitors, enticing top candidates to want to work for you.
Find the right skill set- With such strong demand for digital skills, it may seem that qualities such as intelligence, drive, and attitude are diminishing. Not quite! The right candidate who possesses an equal balance of both soft and digital skills is out there.
So where to look? It turns out this perfect candidate may not exist—yet. “When it’s challenging to find candidates who check off all the boxes, companies may need to re-evaluate their job requirements to hire the right talent,” said Paul McDonald, senior executive director for Robert Half. “Workers can be trained on duties for a role, but individuals with the right soft skills and fit with the corporate culture are often harder to come by.”
This means you’ll need to re-evaluate your hiring strategies and consider not only a candidate’s current qualifications but also their future potential. Doing so will expand and diversify your pool of new hires, putting you in line to secure the best and brightest talent.
Don’t settle- We understand the pressure to find the best talent quickly and efficiently. And while it seems online applications should expedite the process, sifting through resumes and scheduling interviews is a daunting task no matter how it’s done.
Work collaboratively with your HR team to brainstorm ways to hone in on top potential candidates. Doing so will pay off in more ways than one. With the average US company spending at least $4,000 and 52 days to hire a new employee, time truly is money here. Be specific, firm, and expansive in your approach to increase the chances of recruiting only the best for the position.
Hiring in today’s digital age has many moving parts, but staying on top of them is possible. Flexibility, patience, and the ability to look at the bigger picture will serve any CEO well in this endeavor.
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