The field of recruiting is much different than it once was. Many parts of the traditional hiring workflow have gotten automated over the past few years, while new services from the likes of Google are changing how job-seekers look for opportunities. Here are five ways businesses are adapting their HR efforts to attract more candidates in this shifting environment.
1. Digital tours
The tradition of showing new hires around the office on their first day is being carried over to the web, with a growing number of companies releasing video tours to give job-seekers a glimpse into the workplace. The idea is to make a positive impression and establish expectations early in the hiring process. This can be a powerful recruiting tool in a time when the average professional has every means at their disposal to look up a business online before accepting a job offer, and will most likely do so. The perhaps best case study is Google’s intern video, which has attracted nearly 7 million views to date.
2. Social recruiting
When used correctly, social media can provide another valuable medium for engaging candidates. An active presence on LinkedIn and other networks by itself goes a long towards improving a company’s public image. It also opens a free channel for advertising job openings. The recruiting benefits are particularly worthwhile for businesses that already use social media to interact with customers and don’t need to build up a following from scratch.
3. Remote working
Besides making a strong impression, a company must also offer concrete incentives if it wants to truly stand out and attract the best talent. Providing telecommute options is one way of doing that. Research shows that professionals are generally happier when they’re allowed to take work home, which can translate into higher productivity. And while remote teams still face certain hurdles, modern collaboration tools such as Slack are narrowing the gap. Another consideration is that supporting remote work greatly expands the talent pool on which a company is able to draw. Tech startup Zapier, a proponent of this approach, can afford to hire only 0.4 percent of candidates thanks to the large number of applications that its job postings draw.
4. Targeted benefits
The benefits package that comes with a job is one of the single biggest considerations for candidates. Standing out in this area doesn’t necessarily require providing the lavish perks famously offered by Google, Apple and other Silicon Valley giants. It’s much easier to address the everyday aspects of the modern professional’s tech-centric lifestyle. About 65,000 companies offer employees Uber ride credits, while others throw in Spotify subscriptions and Kindle books. More people-centric items still have their place too: Zappos.com among others lets staffers pitch business ideas to foster the unique work culture that has brought it so much attention in industry circles.
The arguably most creative recruiting tactic that has started gaining steam in recent years is the use of resumes received via past job listings. The poster child of this approach is a startup called Restless Bandit that entered the spotlight last year. At its core, the concept is founded on the fact that most of the job applications that don’t result in an interview are only reviewed superficially before they get archived. As a result, a company’s old resume trove can be a valuable resource when a job posting attracts limited applications through conventional channels or the HR simply wants to go the extra mile.