Recruiting Technology A Social History
More and more applicants are searching for jobs through their social media connections, which has given rise to a social revolution and the ever-increasing need to have a recruiting technology that adapts to the social media era. Take a few moments to look at some of the greatest innovations in recruiting over the past 20 years and learn how your company stacks up.
The 1990s brought the recruiter-centric automation
- Resume databases
Why we loved it? It gave recruiters the power to parse resumes based on a full set of criteria, including keywords and semantics.
Why we need a social update? A database isn’t always current. Without social integration, recruiters can’t ensure that all resumes in their database are up-to-date, especially since many candidates update their social profiles more frequently than their resumes.
Pew's 2011 research estimates 65% of adults use social networking sites on a regular basis.
49 % of employed Americans are looking for new jobs on social networks.
Why we loved it? It made managing candidate relationships and reporting sources easier for recruiters.
Why we need a social update? With over 300 social channels, tracking candidates at every step of engagement is nearly impossible without a social strategy for this traditional ATS function.
- Configurable workflows
55% of companies plan to invest more in social media for hiring.
Why we loved it? Recruiters were able to build workflow models that suited their company's sourcing and strategic needs.
Why we need a social update? More candidates and companies are turning to social networking to connect. Without a socially configurable ATS, your company may not connect with the best candidates.
- Corporate career sites
Why we loved it? Candidates could find positions, connect with recruiters and learn about the organization on the company's website.
Why we need a social update? Unfortunately, the majority of these corporate career sites are impossible to navigate and have very few user-friendly features and have rigorous registration requirements. Inevitably, most applicants search elsewhere.
The early to mid-2000s brought candidate-centric innovation
- Source analytics
Why we loved it? Recruiters finally got insightful data and knowledge about what worked and what didn’t work for their organizations to build better recruiting strategies.
Why we need a social update? More data than ever is available through countless blogs and online communities, and recruiters have a difficult time tracking each and every social source. Real-time access to sourcing information and social analytics are becoming increasingly important as more communities and networks appear.
Nearly 800 million people are on Facebook, and approximately 135 million people are on LinkedIn.
- Recruitment marketing
Why we loved it? Recruiters got an opportunity to reach, influence and seek potential candidates via the Internet.
Why we need a social update? To find top talent, recruiters must have impressive marketing tools to reach, analyze and recruit via all social platforms.
- Improved compliance
Why we loved it? Recruiters could pursue and hire candidates knowing that their practices and processes conformed to the law, while corporate lawyers and HR departments could breathe a sigh of relief.
Why we need a social update? Companies still need the same compliance and transparency on which they have come to depend. Even though sourcing strategies become more social, automation and social integration is necessary for compliance reporting.
- Interview and offer management
Why we loved it? It streamlined interviews and hiring candidates, making the process faster and easier and giving recruiters more time to focus on quality candidates.
Why we need a social update? Now recruiters and candidates are connected in different ways. A socially integrated platform can further streamline the screening process, making everything more efficient.
A survey by Ventana Research found 93% of surveyed organizations are already actively using social media to recruit new employees.
- Candidate relationship management
Why we loved it? Recruiters found a new way to communicate with and manage relationships with potential hires and were also able to organize job leads, enhance the candidate experience and build relationships.
Why we need a social update? Today, recruiters equipped with social media can simply do this better. A CRM integrated with social allows recruiters to spend less time searching through lead information and more time focusing on building relationships.
Organizations with formal CRM processes that also track all candidate communications are 40% more likely to be best in class compared to companies with a lack of social strategy and technology, according to Aberdeen Group research.
Late 2000s brought the collaborative recruiting
- Companies integrating their ATS with social strategies have seen referrals grow from 35 to 67 percent across their organizations.
Social is here to stay and is the key to growing the number and improving quality of applicants. Technology has adapted to this change, integrating social media in every faction of recruiting, helping companies reduce cost per hire, streamline processes and increase the number of quality candidates.
SOURCES: JOBVITE.COM, PEWRESEARCH.ORG, FACEBOOK.COM, LINKEDIN.COM, ABERDEEN.COM, VENTANARESEARCH.COM