Optimal Ways to Find the “Perfect” Employee

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Job applicants having interview With each passing year, it seems technology outdoes itself tenfold and overflows into more areas of our lives, changing the way we do a variety of tasks. This can be seen with everything from smartphones controlling home thermostats to companies being able to predict buying habits via Facebook activity. Human resources and talent acquisition solutions are no different, as the industry has evolved to include digital preferences. So how do recruiters identify and recruit the right talent in this digital age?

Depending on the position that needs to be filled and the type of candidate that would be the best fit, recruiters need to identify the best channels to communicate to their ideal candidates and keep diversification in mind. According to recent research from iCIMS’ Hire Expectations Institute (HEI), 49 percent of job seekers search for open positions using search engines such as Google and Bing; 41 percent use job boards/aggregators such as Monster and Career Builder; and 10 percent use social media sites such as LinkedIn, Google+, and Facebook. Managing each channel to properly target different candidates might sound like a daunting task, but that is where technology comes in. Tools created specifically for the HR industry empower businesses to easily recruit and hire competitively in a diversified, more cost-effective way.

Automated job board posting solutions are one example of the technology that makes it possible for any size business to spread the word far and wide about employment opportunities. These online tools allow business owners to automate the process of posting jobs out to multiple third-party job boards, capture candidate source data, and even report on source effectiveness. Solutions also exist that enable organizations to drive recruitment by building social talent communities via social networks with enhanced automated job publishing and employee referral campaigns. Both job board posting and social media recruitment advertising tools reduce the time and cost-per-hire for finding the perfect candidate.

So where are these potential “perfect employees” you might be wondering? It may come as a surprise that many of them are already employed. Nearly 62 percent of employed people reported that they are open to changing jobs, if not actively looking already. Why are they looking? The top reason is for a better salary and benefits package (66 percent); other factors include job responsibilities, job location, and management/work relationship reasons.

Generating interest from the correct candidates is definitely important, but if the application process proves to be too tedious, inconvenient or clunky, many potential hires will bail on the application process before completion. In fact, more than 68 percent of applicants who have abandoned a job application have done so because the application process was too long or required too much information. The research also shows that more than 42 percent of candidates prefer an online application process through a company’s career portal over all other means of applying for a job. This information is useful for deciding how to deploy applications and how to build the application that is user-friendly and won’t drive talent away.

In order to make the best use of recruiting resources, it’s important to consider the time of day and platform being used for posting job openings.  iCIMS’ survey results show that while Indeed.com drives the most traffic to company career portals, LinkedIn’s low bounce rate, long duration on site, and increased number of page views implies that candidates coming from LinkedIn are more engaged than other job sites. Consideration for timing is vastly important as well. Research results show that while fewer candidates come to career portals over the weekend, the weekends are the highest conversion from “just looking” to “applying to a job.” To utilize the most effective talent acquisition plan, each angle needs to be strategically thought out.

After viable candidates have been identified for your positions, consider using progressive video screening tools for the next phase of hiring. A recent report from Aberdeen Group cites video technology as one of the most powerful recruitment tools, giving both employers and job seekers an edge. Recent research from iCIMS’ Hire Expectations Institute ™ found that nearly 62 percent of candidates believe video technology will give them an advantage, and 41 percent of candidates think video will help them stand out among applicants, so this could be your golden ticket to securing the best talent for your organization. By using simple video screening technologies, everyone wins: HR professionals can save time and money associated with travel and in-person interviews—and job seekers gain a chance to demonstrate their creativity, professionalism, and communication skills.

Investing in an effective and comprehensive talent acquisition plan might require some additional attention upfront, but will pay off immensely in the long run. Talent acquisition technologies can deliver superior results in an increasingly digital world. By embracing available technology systems to attract, screen, and communicate with top candidates, companies will be able to secure the best fit talent possible.

By Susan Vitale