With the world becoming more digital, recruiting requires a different strategy

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With the world becoming more digital, recruiting requires a different strategy

Hiring has become a difficult job. The average time to fill vacant positions in a company have increased from 63 days to 70 days. What has changed? The business world is becoming increasing digital, and this digital change is causing a domino effect. Influencing what recruiters look for in candidates. Companies are now competing for the same people for similar positions. Creating a more competitive environment that recruiters have to sift through to find top talent. In order to overcome these changes, talent advisors need a new plan to compete.

Preparing for tech savvy candidates

Digital skills are demanded in roles that historically never required them. Organizations need people who can use modern technology efficiently, or at least with minimal training. Recruiters need to also take into account how the digital skill gaps will appear over the coming years and prepare for them now. One way to handle this is to have a positive presence on the internet. Recruiters need to be aware of brand perception on hiring and social media sites. Tech savvy individuals will research brands and companies before going into an interview. If brand perception is poor online, the hiring process is already off to a rough start. Make sure reviews on job posting sites are at least honest and not misleading, and social media sites like Facebook and Twitter are at least up to date with company information.

A new plan

Historically, recruiting is an annual top-down hiring plan. Upper management decides what the company needs and then communicate down the chain of command. This strategy is inefficient and poorly predicts the talent that will be required as the needs of the corporation change. Instead, shifting to a bottom-up approach positions managers to better provide insights on how jobs are changing and the skills required to adapt to those changes. For example, regular meetings from on-the-ground talent managers to middle management on the skills and attributes needed of new hires will create a bottom-up assessment of what a company needs.  On top of this, recruiters need to reposition themselves as career advisors or coaches. Remember, nowadays the labor market in candidate-driven, meaning top talent chooses the company. Steer away from selling the job role to prospective employees and get them to think about their overall career goals and how your offer can help them get ahead in life. Try to see things from the candidate’s point of view.

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