Mobile and Cloud: Strategies in Recruiting
With the ever-changing recruiting industry across the United States, companies are being forced to change their HR strategies. In other words, companies must be able to grow and contract as the market dictates. As a result, most companies now hire external consultants as a staffing strategy. But even that is easier said than done.
“Our recruiters can also be available to screen a candidate at any time thanks to having their office communications on their mobile devices”
Not only are traditional markets fierce for companies, but the competition for quality skilled people is at an all-time high. Often times, the survival or success of an organization comes down to the quality and fit of its people. This is where the recruiting industry is changing the landscape and allowing organizations to grow and contract as needed. This is especially true for technology driven companies.
From healthcare to manufacturing, technology drives the differentiation needed to compete in all markets. Just a few years ago, IT was thought of as a cost center. Now, mobile technologies have changed the way everything is done.
Individuals can track every step they take during a day and the quality of their sleep during the night. Technology is around us everywhere we go. This is no different in the world of recruiting.
As you can imagine, competition for quality consultants is fierce in the IT industry today. A missed phone call or email can result in a potential candidate being contacted by a competitor. That’s why it’s important to embrace cloud and mobile technologies and even “Big Data” to gain a competitive advantage. These three technologies are at the core of both sales and recruitment processes.
As mentioned earlier, the sales team must differentiate your organization from everyone else in the market. The most important way to accomplish this is by delivering high quality candidates that are a cultural fit for that organization. This is where cloud technologies, mobile technologies and big data come into play.
Big data tools such as LinkedIn, Facebook, Twitter, online job boards and internal databases are all used to help identify a potential candidate and skill set for a position. They help a recruiter initially determine if a person will be the right fit. The quality of the data used is important, but the strategy allows you to cast a wide net to start the recruitment process. Furthermore, social sites have enabled recruiters to better network with consultants in a particular field. For example, Linkedin Groups provide a forum for individuals with similar jobs to share ideas and connect to peers in their industry. This ability to communicate to a network of skilled applicants in one setting could not exist without big data.
Note that while big data helps the recruiter to identify potential candidates, it doesn’t change the need to develop a rapport with the candidate, regardless of geography. Communication tools such as Skype, Microsoft Lync and even polished video interview services allow candidates and recruiters to communicate freely.
Timing also is important in locking a candidate down in the midst of tight competition. The days of scheduling an interview with an out-of-town candidate are over. We can now do Skype interviews the very same day and decrease the time it takes to determine if the candidate is a fit. This also greatly decreases the costs associated with in-person interviews.
Our recruiters can also be available to screen a candidate at any time thanks to having their office communications on their mobile devices. All of the data that is gathered on potential candidates is collected and stored in the cloud and can be accessed at any time. A person may not be a fit for a particular position, but they may be the perfect fit for another. Thus, when we say that we’ll hold onto an application, we really mean it! The importance of a robust CRM/ATS (Applicant Tracking System) is crucial in not only building a database of skilled candidates, but is also a key in maintaining important paperwork, scheduling follow-up communications activities and integrating with back office payroll systems.
Cloud and mobile strategies have changed the landscape of many industries. As these technologies continue to evolve, the companies that learn to adapt and integrate will be the most successful. In the recruiting industry, new technologies have had a direct impact on a recruiting firm’s Fill Ratio (% of positions filled) and Time to Fill (time needed to place new employee) metrics, which benefits both the firm and the hiring company.
Recruiting is a people business. While there is no replacement for building relationships and rapport among consultants and clients through personal interaction, technology has certainly provided improved methods to work faster and smarter in today’s competitive environment.
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