Standing in the checkout line, Joe gets an alert from LinkedIn about a new job posting that fits all his requirements. “Well, look at this,” he says out loud.
Glancing up, he sees he is fourth in line and says (to himself this time), “Let’s do this.” He opens the app, clicks on the link and applies for the opening.
When he reaches the cashier, Joe has a big smile on his face. He could have just applied to his dream job, in about three minutes, thanks to social media and technology.
Employers are making it super easy for job seekers to apply for work these days. In fact, most social media apps are actively recruiting for employees.
For instance, take one of MRA’s manufacturing member companies—its HR department was struggling to fill positions, so it posted a short form application on Snapchat that required the person’s name, answers to a few questions, and a tap to “apply.” Within 24 hours the company had so many applicants it had to take the snap down.
Another popular way to attract new employees is through storytelling, and Facebook and LinkedIn are the perfect platforms to do just that. A short story with a picture tends to pull people in versus just skimming by. Employers post their stories about how they are helping their employees or supporting their communities—showcasing what a great place it is to work. And guess what’s at the end of the story? The company’s open positions and a link to an application.
Check out your organization’s social media accounts and website. Do they communicate an interesting and fun place to work, or is it kind of boring and stuffy?
Most job hunters will look at the social media posts of a company before applying for a job there. Organizations with an engaging social media presence can attract qualified candidates before they even apply.
Finding a Balance
If the goal for a recruiter is to find the right candidate for the job—one who fits in with the organization and culture—the process should have a balance of a hands-on approach and the use of technology.
Successful recruiters will really dig in to understand the open position, the company, and what it is trying to accomplish. Conversations with hiring managers are peppered with questions about:
- Job responsibilities.
- How the position fits in the company.
- What the inner workings of the department look like.
- How the department fits in the organization.
- What areas the role impacts.
- How the job fits in with the organization’s mission and values.
Once these questions are asked and understood by recruiters, they can hit the ground running.
Technology can then come into play with many options based on your company’s level of savviness, like:
- Using an applicant tracking system that helps recruiters manage the hiring process from the pre-apply stage through hire.
- Posting new positions to your company’s social media platforms.
- Inviting qualified candidates via a text message link to set up an initial interview.
- Hosting virtual interviews.
- Completing assessments online.
- Implementing virtual onboarding.
Technology and the recruiter is a partnership that can work together harmoniously to find qualified candidates that fit the role, the organization, and the culture. To learn more, visit the MRA website and find recruiting toolkits, checklists, policies, and more. Have a specific question? Call our HR Hotline 24/7 at 800.488.4845 or email email@example.com.
Some companies are all-in with technology and use behavioral science and artificial intelligence to better understand incoming applicants. By collecting objective behavioral data, they can measure candidates’ potential before hiring them.
Source: Valerie Grube, Director, Recruiting and Retention Services, and Courtney Lamers, Strategic Project Manager, MRA - The Management Association