Digital Recruitment Strategies for Hiring the Best Tech Talent

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Recruiters today perhaps hold one of the most critical and challenging roles in the organization. With thousands of new jobs emerging owing to rapid technological change and consequent scarcity of good technical talent, attracting and hiring quality talent is a challenge. 

A study by Deloitte reveals that while the average recruitment process takes about 52 days, the top candidates last in the market for only 10. 

Organizations realize the need to increase the speed, efficiency, and the presence of the recruitment process in these changing times. It hardly comes as a surprise to see the rise of digital recruitment.

The popularity of digital technology has made it much easier for recruitment teams to reach the most skilled and proficient candidates.

The use of social media platforms and other digital channels and technologies are helping recruiters make the best hiring decisions. However, the importance of having a great digital recruitment strategy remains unchanged, even more so when hiring tech talent.

So, let’s understand what are the best digital recruitment strategies to hire tech talent?

Guesstimates need to be shown the door

The cost of employee turnover is approximately 2.5 times that employee’s salary! Along with this are the soft costs which manifest in the form of decreased productivity, low engagement, negative cultural impact, and increased training costs in the case of a poor hire. The need for hiring the right tech talent has never been stronger.

However, it is also a truth that most candidates misrepresent themselves in their resumes. It becomes difficult for recruiters to avoid their gut feeling and identify the actual potential candidates.

Organizations are thus warming up fast to the concept of detailed pre-employment assessments to fine-tune their digital recruitment strategies. Employing these tests, recruiters can assess the technical skills of the potential employee, leverage situational judgment frameworks to evaluate their capabilities, understand their communication skills (both technical and personal), and also evaluate the cognitive and analytical capabilities of the candidate.

With pre-employment testing, recruiters have quantifiable metrics to assess the candidate and therefore, make data-driven hiring decisions.

 Focus on Candidate Engagement 

The candidate demographic has changed. Candidate profiles constitute primarily Gen Z and millennials. This demographic highly values employee engagement. Unfortunately, many still believe that employee engagement starts during employee onboarding. The new reality is that employee experience begins with candidate engagement.

The hallmark of a great employee engagement initiative is that it is integrated across the entire employee lifecycle with recruitment being the starting point. In the technology space where opportunities outnumber available candidates, recruitment teams have to demonstrate value from the first interactions. 

Candidate engagement measures how the candidates feel during the entire recruitment and hiring process. A Career Builder survey reveals that 42% of job seekers would never reapply to a company where their candidate experience has been poor. 22% of these would discourage others from joining such a company. 

Having a process-based, data-driven, transparent, fast, and proactive digital recruitment strategy drives candidate engagement and establishes the baseline for employee engagement expectations for the candidate. It also helps them evaluate the nature of the organization and helps them form the right opinion of the company. Read more here…

Via: Everyone’s Blog Posts – RecruitingBlogs