Organizations still see a short supply of talent despite high unemployment rates across the world, so they ferociously toil and dig to beat the competition.
A new report titled A Brave New World: Recruiting Talent in a Digital Age has presented a scheme or set of strategies for conducting a business campaign for practitioners in the field.
According to the playbook, social recruiting has turned into a priority for talent management professionals and human capital leaders who are looking for and keep topnotch talent.
The report uses information from the analysis and direct understanding of executives from 11 multinational corporations that convened in Research Working Group by The Conference Board. The companies include Cisco Systems, Deloitte, and Campbell Soup Company.
Jonathan Wasserman, Director of Global Talent Management at Campbell Soup Company, said companies no longer have a dire need for classified ads, job fairs, and employment exchanges, as more “digital natives” join the workforce. So companies that will not implement social media integration into their HR function and will not embrace an organized social recruiting strategy will be outdistanced by the competition.
The report highlights advice on the efficient use of social media to draw, interact with, and recruit candidates.
Other Notable Findings
1. Engagement with online candidates means recruitment will increasingly connect with communications and PR strategies.
As active job seekers become more dependent on social connections than old-fashioned search locations, influential and reliable branding and identity will be vital for candidates as it is for customers.
2. Gamification means using the achievement levels, point tracking system, and user engagement of video games. This relatively new recruitment technique will become more ubiquitous as a way for stakeholders and young employees to be more fervently involved with the organization.
3. Creative social recruiting will rise with a stringent “workforce science” based on Big Data potential of social platforms such as LinkedIn and Facebook.
At present, social media eases information exchange and communication with each candidate, but the future will see this data aggregated into behavioral insights and actionable demographic.
4. Social recruiting is a continually changing model, so a recruiter dramatically changes his or her role. For example, a salesperson who finds the most suitable job for a candidate may turn into an analytics specialist.
5. Organizations are separating recruitment functions into two clearly contrasting elements. One function is focused on aggressive sourcing as a means to study and understand the competition and continually dig for talent. The second function is focused on business talent procurement as a means to leverage their relationship with hiring managers, HR business partners, and vendors.
