With so many social recruiting tools available, it can be difficult to get to grips with all the various channels, technologies and tools that are out there. Finding candidates quickly is relatively easy - everybody can be found somewhere on the internet. The real challenge is the next step and what to do when the potential candidates have been found. It is how recruiters communicate, engage and connect with candidates in ways that are time-effective where the real value of social recruiting tools can be seen. And it is here that such tools can make the hiring process feel effortless.
With all the technology that is now available at a recruiter's fingertips, it's probably never been easier to source potential candidates. However, with that comes a fairly major caveat. Because there are so many ways to source, it's easy for a candidate search to become pretty unstructured and disorganised. And, although it is fine to search using a variety of sources, it needs to all come together as part of a coherent strategy for it to be effective.
Human Resource Management is no exception within the app market and there are now a plethora of apps available on the market that HR Managers can now use to simplify their work. There are many that are proving to be extremely helpful for various aspects of HR management. Ranging from applicant tracking to the interview process to managing employee details and records, there are apps to assist with it all.
The list of key issues on the lips of procurement leaders in 2016 is likely to include plenty of common ground. Procurement leaders will be focusing on skills and talent development. They will be interested in innovative practice, the role of outsourcing and, undoubtedly, how value can be delivered. Viewing these different aspects as being interrelated is also very useful. And, realising just what procurement teams can bring to the operations table is even more valuable still. Procurement teams fulfil a very important function for any organisation, but the question maybe should be being asked whether the skills and talent within those teams is being realised for the full benefit of a company.
The format of The Job Interview is simple. It follows the interview process as real job seekers go for real jobs offered by real employers. It could be argued that it makes for good television. After all, these are genuine job offers being made that could potentially be life-changing for the individuals concerned. And, as C4's press pack explains, we see 'the terror and triumph of real-life interviews.'
It is universally accepted and expected that would-be employers and recruiters are likely to screen potential candidates. At the very least, this is likely to involve taking a look at their LinkedIn profile. After all, LinkedIn is still the business networking and job opportunity platform of choice for most. It's accepted, it's recognised and it's so widely used that it's fast becoming almost the 'traditional' way of doing things.
The role of the recruitment professional has changed. The role is still about the identification, screening and hiring of the best available talent, but the role has expanded. Today's successful recruitment professional now needs to have a strong grasp of digital marketing, have the mind-set of a salesperson and be adept at collecting and interpreting recruitment data. Data analytics is now not just something that ‘might be worth looking into’ for an organisation - the ability to understand and use the data is becoming a core function of HR.
There is no space for complacency in recruitment. If an organisation is doing well with its current recruiting strategies and managing to fill positions with qualified and quality hires, you could perhaps be forgiven for thinking that nothing needs to change. But this would be a mistake. In a fast-paced and ever-changing landscape, it is becoming increasingly important to stay on-trend and to keep up with the latest developments because one thing you can count on is that the competition will be.