Can the digitalizing benefit the Talent Acquisition?

 

In the past few decades, hiring process in the organizations have been changed alongside the other business priorities. Specially in the past two years, Covid pandemic reasoned to change all fluctuations of digital recruitment processes and identified the importance of changing from traditional recruitment methods to digital recruitment methods.

With the recovery of global financial crisis in 2008, many of large and medium scale organizations have identified that the recruiting of top talents has been more demanding. So, the acquisition professionals were looking for the competitive advantage of changing their traditional recruiting methods to emerging technologies in order to find, attract and select the best talents for the said positions.

With the global pandemic in last two years, most of the organizations respectively size of the business have identified the importance of operating and moving to digital businesses, digital recruitment went from nice-to-have to a must have in Human Resources sector. Talent Acquisition professionals around the world have explored the effective ways of remote hiring and now become a sustainable investment for most of the leading organizations around the world.

 

What should the digital recruitment process looks like?

It has been always a doubt about how the organizations can go digital from traditional recruitment methods. Some organizations, even in top businesses like finance were had second thoughts of eliminating the human component of hiring process. Let’s focus at the full recruitment process, from sourcing to onboarding, and see what it looks like before and after digitizing.

 

The benefits of a fully digital recruitment process

Manual recruitment process can take hours of recruiter’s time for each step of sourcing, selecting, hiring, and on-boarding. Moreover, it can be over budget without expected outcome. Besides, recruiters ang hiring managers spend considerable time on job postings, pre-selection assessments, interviewing, screenings and onboarding. Not to mention, this can highly impact on organizational priorities on revenue-driving.

Digital recruiting process can get rid of the bottlenecks of traditional methods. Most of the traditional recruiters struggle with consistency of writing and posting job advertisements. In digital recruiting process, recruiters can use their own templates to save time and consistency. Digital recruiters are now using LinkedIn profiles to pre-identify the suitable candidates without contacting them. They can see the candidate who open to opportunities, so recruiters know they are looking for new opportunities can approach with their job posts. LinkedIn retrieve and review candidate profiles and compare with other candidates who have already applied for the same position. So, these digital platforms are saving time massively on talent acquisitioning these days. Success candidates can be moved to interview booking systems and they can select the available slots. Also, most of the leading global organizations use digital platforms for the pre-employment checks where everyone can track and see the progress which save time of both parties from being as fast, efficient, and cost-effective as they could be. No more unpleasant recruiting experiences for both candidates and hiring managers.

 

Reference

PWC Careers (2020), Digital Recruitment, retrieved from; https://www.pwc.com/c1/en/careers/digital-recruitment.html

Study.com (2022), Digital Recruitment Strategies, Retrieved from; https://study.com/academy/lesson/digital-recruitment-definition-strategies.html