Majority of business leaders agree that embracing digital transformation and automation is key to both short-term and long-term growth. In fact, most businesses now have a plan in place for their digital journey with some of them gaining substantial media coverage.
Having a plan is a step in the right direction, but it is also important to know what will be critical to realise the maximum return on investment and gain some competitive advantage. This blog will be sharing some research-proven points that should inform every digital transformation plan.
Digital recruitment technologies include websites, CRM and job boards. The four recommendations are from the study conducted by Parry and Tyson (2008).
-Drive traffic to your corporate website: Recruiters need to take steps to drive users to their site if they do not have a prominent brand, as job seekers rarely look at an unknown site. Job boards can be used to drive traffic to a company’s corporate website through the use of a web link. An active blog can also be used to share good contents to engage and drive traffic to your website. Likewise, social media network like LinkedIn, Instagram and Twitter can be used to create brand awareness and share contents to lead people to your website.
-Use of back-office functionality: Technology that posts a job advert into several job boards or platforms, acknowledges applications and forward them to line managers automatically and performs some initial screening activities make recruitment less resource intensive. One of the respondents reported a 60% increase in the efficiency of his organisation recruitment process through the use of a back-office solution.
-Creation of a talent pool: Data from candidates can be captured automatically to feed into a talent pool which could be used at a later date when there is another vacancy. The data will work well for a recruiter talent-pipelining.
-Branding and the provision of information to candidates: One of the compelling reasons to embrace digital transformation is its ability to help companies promote their brand. Potential employees can learn more about a company and job role by reading the company news, watch videos and listen to podcasts. They can use this to self-select to as to whether they are suitable for a job vacancy.
Interestingly, most of the suggestions from the research are still valid ten years later. However, Google for Jobs has changed the online job landscape. Job seekers can now search for jobs on Google, just the way they do for other things like news. Google for Jobs eliminates the impacts of not having a prominent brand but makes the use of having a structured data that Google Web Search can crawl more paramount.
For instance, from analysing recruitment data, I know that the highest number of applications are made in July. With the knowledge of the business cycle, a recruiter can nurture candidates that couldn't be placed in the peak period and present them for other opportunities, for instance, in September when application number falls in a suitable position. Such plans can only be implemented and backed with reliable data to investors and other stakeholders. Insights from data are also critical to having a winning talent pipeline strategy and increasing revenue.
Data can also be used to analyse the labour market. From the chart above, you can use the information from your data to map out and rank where candidates and professional fields belong on a scale at every given period. For instance, you can discover highly sought after and less sought after roles by using reliable data on salaries and applications.
Highly sought after occupations will be those with higher pay and fewer applications, which can be used to inform your marketing budget and placement fee projections. Such intel will also improve your relationship with hiring managers and candidates alike.
Lastly, what will also be a game changer is to serve job seekers with perfectly matched jobs, like Netflix and Amazon recommendation models. AI can be used to achieve this through the use of a personalisation algorithm.
From the discussion, it is apparent that recruitment technology and analytics can be used to drive performance and growth when used appropriately and strategically. With rapid advancements in technology and disruption to industries, having an agile mindset is highly recommended to make necessary adjustments.
Emma Parry and Shaun Tyson, An analysis of the use and success of online recruitment methods in the UK, Human Resource Management Journal, (257- 274), (2008).
Having a plan is a step in the right direction, but it is also important to know what will be critical to realise the maximum return on investment and gain some competitive advantage. This blog will be sharing some research-proven points that should inform every digital transformation plan.
Digital recruitment technologies include websites, CRM and job boards. The four recommendations are from the study conducted by Parry and Tyson (2008).
-Drive traffic to your corporate website: Recruiters need to take steps to drive users to their site if they do not have a prominent brand, as job seekers rarely look at an unknown site. Job boards can be used to drive traffic to a company’s corporate website through the use of a web link. An active blog can also be used to share good contents to engage and drive traffic to your website. Likewise, social media network like LinkedIn, Instagram and Twitter can be used to create brand awareness and share contents to lead people to your website.
-Use of back-office functionality: Technology that posts a job advert into several job boards or platforms, acknowledges applications and forward them to line managers automatically and performs some initial screening activities make recruitment less resource intensive. One of the respondents reported a 60% increase in the efficiency of his organisation recruitment process through the use of a back-office solution.
-Creation of a talent pool: Data from candidates can be captured automatically to feed into a talent pool which could be used at a later date when there is another vacancy. The data will work well for a recruiter talent-pipelining.
-Branding and the provision of information to candidates: One of the compelling reasons to embrace digital transformation is its ability to help companies promote their brand. Potential employees can learn more about a company and job role by reading the company news, watch videos and listen to podcasts. They can use this to self-select to as to whether they are suitable for a job vacancy.
Interestingly, most of the suggestions from the research are still valid ten years later. However, Google for Jobs has changed the online job landscape. Job seekers can now search for jobs on Google, just the way they do for other things like news. Google for Jobs eliminates the impacts of not having a prominent brand but makes the use of having a structured data that Google Web Search can crawl more paramount.
"In the month since Google launched its latest search tool Google Jobs in the UK, the world of online recruitment has changed more rapidly than at any point during the last decade."
Lewis Koch, DistinctlyAlso, it is essential to include data analytics in your digital transformation strategy to enable you to analyse your data and derive value from the information. You can use the information to undercover the underlying business cycle and plan on how you can use different seasons to increase revenue, amongst others.
For instance, from analysing recruitment data, I know that the highest number of applications are made in July. With the knowledge of the business cycle, a recruiter can nurture candidates that couldn't be placed in the peak period and present them for other opportunities, for instance, in September when application number falls in a suitable position. Such plans can only be implemented and backed with reliable data to investors and other stakeholders. Insights from data are also critical to having a winning talent pipeline strategy and increasing revenue.
Data can also be used to analyse the labour market. From the chart above, you can use the information from your data to map out and rank where candidates and professional fields belong on a scale at every given period. For instance, you can discover highly sought after and less sought after roles by using reliable data on salaries and applications.
Highly sought after occupations will be those with higher pay and fewer applications, which can be used to inform your marketing budget and placement fee projections. Such intel will also improve your relationship with hiring managers and candidates alike.
Lastly, what will also be a game changer is to serve job seekers with perfectly matched jobs, like Netflix and Amazon recommendation models. AI can be used to achieve this through the use of a personalisation algorithm.
From the discussion, it is apparent that recruitment technology and analytics can be used to drive performance and growth when used appropriately and strategically. With rapid advancements in technology and disruption to industries, having an agile mindset is highly recommended to make necessary adjustments.
Reference
Emma Parry and Shaun Tyson, An analysis of the use and success of online recruitment methods in the UK, Human Resource Management Journal, (257- 274), (2008).
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