How can we integrate a human approach into the recruitment process? This is an important part in attracting candidates, so the recruitment process shouldn’t be too ‘robotic’. Here are four things to keep in mind, according to this blog from John Pierce, Head of Business Development at Cetera Financial Group, driving Cetera’s financial professional recruiting strategy.
1. Tech should strengthen manual recruitment efforts
Analysis showed that 98% of Fortune 500 companies now rely on an applicant tracking system (ATS) for screening. This can help reduce the applicant pool and identify potential matches before managers should put their time in checking all the resumes. But understanding that these systems are not perfect can make all the difference in your hiring process.
Certain forms of formatting can confuse your ATS, and qualified candidates who have not optimized their resume with keywords may find themselves at the bottom of the list. Keep these limitations in mind, as checking a resume that your ATS hasn’t ranked high may become a great hire.
2. Tech helps you focus on the important things
Small but important recruitment tasks such as scheduling interviews can often be transferred to technology, especially as AI continues to evolve. Technology is especially useful at the beginning of the search for candidates, when the candidate pool is large and many candidates are not viable. By allowing technology to take over small tasks, you can make meaningful connections with the desired candidates during the recruitment process.
3. Use social media
When it comes to convincing a candidate that your company is a great place to work, don’t tell him – show him. Social media offers a great opportunity to share what makes your workplace special. Keep in mind that part of what makes your business so special is your existing employees. Using your social media accounts to share their stories is another great way to attract new candidates. After all, your company’s employees can be their future colleagues.
4. Personal touch offers the best results
Even if you rely on an automated system to source LinkedIn profiles: personalize your messages. Top candidates are flooded with messages from recruiters and a personal touch can help you get their attention. This actually applies to all your automated recruitment efforts. Automation is great for finding the candidates, but not so good for impressing them.
In the same way, not investing in good tech can help you stand out in a bad way. Bad technology can easily translate into fewer and less qualified candidates, as well as a worse experience for all the strong candidates that come your way. Strong technology, on the other hand, can complement your efforts and boost your business quickly and effectively.