had a 49% increase in the quality of candidates over those who remained reliant on traditional sources, according to social recruitment
is becoming more commonplace, many companies are still not employing the solution as effectively as possible. Six strategies for better e-recruitment
- Track the performance of new hires and use that data to identify the best social network sources resulting in productive employees.
- Keep job applicants engaged by emailing them continuous updates on interview schedules, expected timetable for feedback, and links to recruitment videos.
- Create an exhaustive profile of the ideal candidate, including relevant skills, expertise, and personality needed for cultural fit. Once the information is detailed, configure the e-recruitment system to search for this data.
- Ensure that e-recruitment options are available on a variety of platforms, including mobile.
- Maintain a pool of talented employees who may be recruited as a rehire. These “boomerang” workers have proven skill sets and are known to be a good fit culturally.
- Integrate with payroll to ensure that HR is immediately aware when positions become open, and can advertise for a new candidate immediately. Also, this data can be used to offer current employees emerging opportunities in vacant positions.
“As the competition for talent continues to increase across many industries, your e-recruitment
system will be an invaluable tool,” said Nick Southcombe, general manager of Frontier Software. “Leveraging your e-recruitment
solution will streamline processes and eliminate paper shuffling, which will enable managers to focus on the important task of selecting the right candidates.”
Companies who leverage social networking for