Innovation in the Hiring Process

Don’t Get Left Behind : 3 Easy Ways To Introduce Innovation Into Your Hiring Process

In the sometimes bewildering world of technology it can be hard for companies to keep up-to-date with the pace of change. Mobile recruiting, online recruitment, applicant tracking systems, recruiting CRM – all of these terms are frequently promoted as essential elements to avoid getting left behind in today’s competitive employment market.   

As the more traditional hiring strategies begin to look staid and old fashioned, HR managers need to quickly get up to speed to avoid being left behind in their hiring methods. Without the use of advanced recruitment software systems and the best e-recruitment tools available, companies risk missing out on the top talent that is crucial to their long-term development. 

While it all sounds complicated, there are several effective strategies you can put in place that will quickly bring innovation into your hiring process.

Mobile/social recruiting

Both social and mobile recruiting are gaining in popularity, with mobile beginning to edge ahead. The prevalence of mobile devices means people are constantly connected.  Taking advantage of this trend (which is here to stay) will improve the effectiveness of your recruitment processes. Furthermore, a recruiting software system with an integrated social recruitment element will enable you to track your progress on social networks and expand your candidate reach on all of your online recruitment portals – from your career site to your LinkedIn page, Twitter feed, Facebook page and beyond!

Company branding

If the various recruitment surveys are to be believed, around three quarters of us will consider changing jobs in 2014.  If your company experiences only a fraction of this predicted turnover you will find yourself competing for new talent in a vociferous market.  Creating a clear employer brand to encourage talented candidates to pursue a position within your organisation is vital to your success.  A centralised recruitment function which ensures your specific requirements are reflected across all of your social media networks will help you to achieve this.  An error which most companies make is to focus on their instant need of one or two roles in isolation, rather than considering the culture fit and long-term potential that will complement existing teams.  Again, your recruiting software and applicant tracking systems will play a major role in facilitating this.

Analyse your success rates

The only way to implement positive changes to your current hiring process is by understanding how effective (or otherwise) your present methods are.  This is where your recruiting software will prove to be invaluable.  An applicant tracking system offers far more than the facility to hold basic information on prospective candidates and employees.  Many employers use their software to understand crucial aspects of the hiring process, for example:-

  • Where the most valuable hires come from.
  • How long the hiring process is taking from identifying the need to the successful candidate joining the company.
  • The percentage of talent that drops out of the pipeline during the recruitment process.

Used effectively, a recruitment management system will help you to make more successful hiring decisions and reduce the risk of that dreaded bad hire.   

The long-term success of your talent acquisition strategy will be determined by the recruiting methods you use. As traditional recruitment methods fade into oblivion, companies that utilise the advantages offered by superlative recruitment management systems will reap the rewards.


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