Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.
Social media and mobile recruiting have now increased, and there is a dominant plethora of social recruiting tools that enable HR managers to find the right talent in a speedy pattern. However, the dilemma lies in communication and engagement. The problem really lies in the ability to get in touch, communicate, and to keep people engaged in a cost and time-effective manner.
It may be confusing considering that now there are diverse channels available. HR must pinpoint which channels work best for their specific company requirements and needs. More so, they must also know how exactly to use these channels effectively. The mobile platform is promising, but companies need provocative and coherent web strategies that will ensure immersive and interactive candidate experience; which Mercer | Mettl can provide for your business campaigns.
Company websites should also be optimised for mobiles to enhance user experience during the recruiting process. The digital word experienced splendid growth since 2016. The number of global mobile users has grown to 4.92 billion in 2017, which equals 66% penetration. Figuratively, this means that unless organisations optimise their website for mobile, they cannot expect exceptional traffic or user experience This is very important especially for companies who are now into social media such as Facebook; considering that relatively half of Facebook users are using mobile phones for connectivity.
So, how should organisations conduct the efficient streamlining of the recruitment process?
Here’s our top list of emerging recruitment technologies that can change the face of human resources management as we know it:
Even though mobile recruitment has encountered lots of false starts, the hype and increase in sales of smartphones and tablets speak otherwise. Mobile browsing is predictably the trend of the future of recruiting. This has pushed the efforts of mobile recruiting into the forefront and is now considered to be the future’s key channel in recruitment.
Glassdoor’s, “A Statistical Reference Guide for Savvy Recruiters” reports there are approximately 45% of job seekers specifically search for jobs on their mobile phones at least once a day. This is a large number, to begin with.
This creates a huge impact in recruitment efforts. The use of mobiles takes recruitment to an entirely higher level and an entirely different paradigm, altogether. Therefore, businesses should acknowledge that this marks a dramatic shift in the way people connect, communicate, engage, select, and recruit talent. Mobile recruitment tools are segregated into four critical components: Quick Response codes (QR), apps, mobile-optimised websites, and text alerts.
When we combine gamification with recruitment, a new term, ‘recruitainment’ is born. Does that not sound fun? So, what is gamification in recruitment and how does it help recruiters in the talent war?
Gamification is an ongoing trend that uses game mechanics for hiring and retaining talent. The concept uses game theory, mechanics, and game designs to digitally engage and motivate people to achieve their goals.
In the present time, companies are using these gaming principles to intensify the interest of their employees in their brand, all the while also deepening their engagement in the process. The highly competitive environment in the hiring arena today ensures that every company includes at least some type of Gamification technology.
According to the Business Insider forecast, the gamification market is estimated to reach $5.5 billion by 2018. Using gamification in the recruiting process ensures personalisation and addition of a fun element to the entire boring recruitment process. This process, in contrast to the traditional method of recruitment, encourages the candidate to engage with a company. By providing a simulated work environment, recruiters too can keep a check on their candidate’s’ aptitude, creative thinking skills, and problem-solving capabilities.
When Gamification is applied to the recruitment process, it can bring forth several benefits. Some of the benefits are as follows-
This is one of the pioneering online recruitments tools which became popular in the 1990s. The ATS was previously used to track CVs but has now been greatly modified in terms of functionality. The primary function of ATSs is to better assist the management of resumes and applicant information. The data is either collected from internal applications via the ATS front-end, located on the company website or it is extracted from applicants on job boards. The majority of job and resume boards have partnered with the ATS software providers, offering analysis support and ease of data migration from one system to another.
HR departments should be able to extract maximum value from their ATS design, not just when looking or screening the talent pool but more importantly, to capitalise on the talent that already exists in the system. ATS is an intelligent skill-matching product that enables hiring managers to create and modify specific communities, established on a variety of skills and geographical location.
You want to find the best people for your open positions, but your recruitment process can be unwieldy and time-consuming. A portion of the enigma might stem from the very same technological tools your company is using to improve hiring.
Not every recruitment software was built as an all-in-one solution. Simplifying the recruitment process with assessments is an innovative method of merging the traditional and unconventional methods of practices. Social recruitment channels are now being widely used to advantage, to target millions of users all over the globe which has your company’s profile. So, once applicants click on a job profile, they are taken into a specialised internal job listing board.
Originally published March 27 2018, Updated June 16 2020