Recruitment today in business
The hiring process has transformed dramatically over the years, in large part due to technological advancements.
Beyond the rising star that is the internet, tools like video interviewing and interview scheduling software have helped streamline the hiring process, saving both time and money and making any hiring manager's life much more comfortable.
But there are some other, more subtle differences between how people acquired talent now versus a decade ago. Here is how the hiring process has slowly shifted over time:
Your reach is much more expansive
Before social media and the internet, a person looking to expand their team had to hope that a qualified professional see their job postings in the local newspaper or a magazine ad. However, they are getting the same profiles over and over again.
The arrival of the internet has genuinely revolutionized recruiting for many. From places like LinkedIn to company websites to Twitter, Facebook networking groups, and it's never been easier to access a deeper pool of qualified candidates.
In some ways, it may be overwhelming, but it dramatically increases your chances of finding someone who's the perfect fit for the role you had in mind.
Drastic improvements in video interviewing technology
Video interviewing has become an exciting time and money saver for those looking to hire.
The hiring managers can now integrate video calling in their process to save time both to the candidate and the company.
Additionally, video interviewing technology itself has become much more accessible since it first became available. What was once a high-priced system with low-quality video and audio quality is now affordable for businesses of all shapes and sizes.
The quality of technology is much better now, allowing you a sense of clarity as though the person is in the same room as you despite being miles away.
It's much easier to schedule interviews
In the past, managers had to engage in a constant back and forth process with candidates as they tried to find a time to bring them in for an interview. It was a time consuming and tedious process, often a cause of frustration for both parties.
The introduction of modern interview scheduling software has changed the recruitment scene. The technology helped streamline the entire process.
Candidates run the show
Today, job seeking has become much more tailored to the candidate's experience, particularly when a manager is searching for top tier talent. Hiring managers have realized that if you want the attention of a valuable would-be employee, you can't make them bend over backward to move through your hiring process.
Moreover, many hiring managers have become focused on moving through the talent acquisition process as quickly as possible. They also understand the importance of keeping all candidates informed as they go.
Years ago, you would have to wait months to hear back about whether you landed a second or third round interview. If you don't get the job, you might never find out about it at all. It puts the search process into a constant, frustrating limbo.
Now, people tasked with hiring realize the importance of being transparent with applicants. They want to find the best candidate for the open role as quickly as possible, and when that person is selected, they understand they owe those who have not chosen the courtesy of an email or phone call so they can continue with their job search.
There's a greater emphasis on employer branding.
The rise of the internet made the whole process easier for job seekers to gather information about the companies to which they're applying. They are keen on the company's reviews, office culture, and reputation. It is something business leaders must always be mindful of and work to monitor.
Your online presence can attract or deter talent, so be sure to use your resources wisely.
If you're a creative firm, using social media and your website to show off that creativity and attract job seekers who want to be in a place where their ideas are allowed to blossom. If you're a business with plenty of structure, use your online content to make this clear so you can recruit people who value this stability.
You want to make sure your messaging is consistent across all platforms, and that it's appropriately reflecting what the company is all about, so you're attracting the right type of applicants.
Networking happens in many different places
In the pre-internet era, networking happened at stiff post-work events with bad snacks and watered-down drinks. If you weren't present at these events, you were missing out on your chance to meet the most promising selection of young professionals the location had to offer.
Now, thanks to sites like LinkedIn, Twitter, and even Facebook and Instagram, networking can happen anytime and anywhere.
While there are certainly still events for people to mingle, it's become less about buttoning your shirt and grabbing your stack of business cards and more about starting a dialogue with professionals with shared interests and common goals.
As a bonus, you're no longer limited to those who are within your city. You're now easily able to meet people from all different places and walks of life.
The kind of employee hiring managers want has changed
Regardless of the industry you're in, hiring managers to realize just how rapidly business is always changing. The way you operated ten years ago is probably drastically different than the way things work now, and will almost certainly be nothing like the way things happen in the future either.
As a result, the type of employee they're looking for has changed, too — technical skills matter. The right personality type is essential. The little things are crucial.
However, hiring managers also want to know that the individuals they're recruiting can learn new skills and adapt to a changing business environment. They need to be open to learning new technology and new ways of reaching their customers.
Those who stick with the same old way will get left in the dust.
With such drastic advancements in a relatively short amount of time, it's exciting to think about how far the process will move forward in the next decade or two.