In the professional environment, recruitment procedure has changed and updated itself with different versions across the decades. Currently, Human Resource departments are looking ahead to version 3.0, summarised by a need for considerable change in the way employees are hired to companies and adapting to the latest trends in job-seeking.

The concept was originally devised by Matthew Jeffery, a world-leading strategist in Recruitment and Branding. In 2011, he penned a document analysing the future of recruitment and how it would be impacted by updates to technology and company procedures.

A Several-Pronged Approach

As this occurs, previous recruitment models have gradually become obsolete, forcing businesses to keep pace with an ever-changing job market. Jeffery’s work identified six major trends that would be made more prominent in the years to come.

The first stated the importance of understanding that not everyone is looking for work. An HR department needs to skirt around this area and target those who are actively seeking employment. The second emphasised that everyone is a possible candidate, even consumers which encourage businesses to be more open with their recruitment process.

The third point argued for producing a particular employment brand, one which is highly recognisable and easy to engage with for applicants. It also gets a reputation for the business that goes beyond corporate identity, showing how it supports potential employees emotionally.

Point four engages with people psychologically, building a relationship that compels a candidate to apply for a business’ vacancy. Simply having a two-way conversation face-to-face is more personal than a blank set of company emails and can make a new employee feel more welcomed into a company.

Transparency and Moving Online

The fifth point promotes that you can’t control what people say, whether it’s an interview, appraisal or business meeting. Keeping an open channel with both employees and candidates is critical in this regard. The final point from Jeffery argues that building relationships and communities is key to adapting to each new employee.

The power of the internet and social media is also pivotal to this future of recruitment as it allows employers to communicate with thousands of possible candidates, communicating their current vacancies to attract more applications. However, Jeffery also said that while Facebook, Twitter and other networks have become de-facto job boards, they won’t immediately lead to fulfilled roles. Instead, they should serve as a tool to improve a company’s advertising while also engaging with potential candidates on a personal level.

Jeffery concludes his article by emphasising that a wide variety of skills will be needed to ensure a smooth and efficient process; this includes public relations, direct and indirect marketing, segmentation and Candidate Relationship Management (CRM) among others.

Considering his words: “What we do can make or break a company”, the nature of recruitment is sure to grow more important as the hiring process evolves into its third version. Depending on where technology progresses to in the future, this set of ideas could evolve even further.

(500 Words)

Keywords: recruitment, skills, employment, company, version, 3.0, Matthew, Jeffery, candidates, process, applications, people

Source: https://www.eremedia.com/ere/a-vision-for-the-future-of-recruitment-recruitment-3-0/

What you do on Social media speaks volumes about the kind of person you are. Recruiters are using Social media networks like Linkedin, Instagram, Facebook and Twitter, etc. like never before, to spot and hire the best talent in the industry. They also use these platforms to retain talent that is at risk of leaving. This is Recruitment 3.0 for you.

The first interaction that a potential worker has with the company is during the recruitment phase. It is important that this phase is carried out properly as fingers are usually pointed at the recruiter if the selected worker isn’t able to meet the expected levels of performance. Recruitment over the internet is a reality today and companies are looking beyond traditional methods of recruitment to hire talented individuals.

Recruitment 3.0

Traditionally, workers would upload their résumé against job offers posted by companies on their websites or even newspapers. Recruitment 3.0 works differently – potential candidates that are found suitable to fill the vacant roles in an organisation are reached out to by recruiters themselves. Social media users, who are keen to be spotted by companies, are also becoming increasingly careful about how they showcase themselves on the internet. Whether it’s their résumé, Facebook, Instagram and Twitter handles or their personal blogs and websites – they are all at the top of their game – they have to be.

Social Media & Hiring

Through social media, if the company wants intricate details about the potential candidate and wants to attract the best talent that could fit into its organization. Potential candidates too are looking out for reputable companies to work for and want to research extensively about the company. From what is it doing, what would it be like to work with them to whether their goals align. Essentially it all boils down to the fact that recruitment today is a two-way street where both the parties involved want to emerge as winners, and nobody wants to go home disappointed.

In the current market, a company’s reputation is of utmost importance to catch the attention of the limited pool of talent available. Companies have begun realising this and have resorted to social media to create a stronghold in the online world.

LinkedIn, in particular, enjoys unparalleled popularity in recruiting candidates – especially those of a higher grade. Welcome to the digital world where companies have gone as far as creating videos to advertise about their job openings. 

Social Media as the Game Changer

Whatever be the method of recruitment, it isn’t uncommon for recruiters to ultimately resort to social media to know more about the potential candidate. Activities of a candidate on the internet, social media, in particular, gives a great insight into the candidate’s personality and this also serves as an excellent medium to carry out extensive background checks of the candidate. It isn’t uncommon for recruiters to use the internet to validate the information that the applicant has provided – search engines like Google and social sites like Facebook give information about a candidate at the click of a button. 

Going by the pace at which things are going, traditional recruiters will soon lose out on thousands of potential candidates if they do not upgrade themselves to newer forms of recruiting like Recruitment 3.0.

LSI Keywords: recruitment, recruitment 3.0, Linkedin, social media, the internet.