How Employers Use Technology in Recruitment
The 1990's arguably marked the beginning of one of the most dramatic shifts in technology – the start of a new era. Social media has played a unique role in this shift, as it has become paramount in how we communicate – more specifically, how employment brands communicate with job seekers in recruitment and selection.
In the '90's and early 2000's, Social Media Managers and Community Managers didn't exist. Communication came in more traditional forms, like print collateral and newspaper/magazine ads. When social media began making a loud presence, businesses of all sizes realized the value of participating in the conversation on the platforms where their target audience is most pervasive. More common than not, companies now have people and departments dedicated to the design, development and management of digital communication. Some organizations, like Nestlé Purina, have transformed their recruitment strategies to become primarily digital in order to maximize efficiencies but most importantly, candidate reach. To date, you can find Nestlé Purina Careers active on Facebook and Twitter, participate in a Recruiter Roundtable on LinkedIn, and follow our associates during a #PurinaEmpTakeover on Instagram. Besides social media, there are many other types of technology in recruitment.
Candidate Relationship Managers (CRM)
Social and digital networking is no longer limited to 3rd party channels such as job boards and social media platforms. Employers are relying more on Candidate Relationship Manager (CRM) software to proactively organize Talent Networks of qualified individuals. Those who sign up for a Talent Network are often the first to hear about new roles and opportunities. Recruiters also use Talent Networks to connect with prospective talent so when the right role is posted, they can help streamline the application process for candidates and hiring teams.
Applicant Tracking Systems (ATS)
The days of handing in a paper résumé and cover letter are long gone and submitting a résumé has become a digital experience, as Applicant Tracking software was introduced to help modernize the recruitment process. Applicant Tracking Systems (ATS), sometimes referred to as Talent Management Systems (TMS), enable the electronic management of recruitment needs. They function similarly to Customer Relationship Management (CRM) systems, but are designed to serve as a central hub for candidate record submission and tracking, specifically for businesses with heavy applicant flow. Although this implies a more automated process, Nestlé Purina ensures that every application meeting minimum qualifications is reviewed by a member of the recruiting team.
Virtual Career Fairs
With the ability to webcast and communicate virtually in real-time, career fairs have transitioned from college campuses and local venues to your local Internet browser. Many platforms have made it possible to host and attend virtual career fairs, which create unbelievable opportunities to minimize cost and maximize efficiencies. Virtual chat tools facilitate real-time candid conversations within the recruitment space. At Nestlé, we used a shared virtual environment for our recruiters and current associates to speak to college audiences about our functional areas and relevant job opportunities.
We make every effort to bring candidates to campus for their face-to-face interview, but sometimes that’s not possible. We still treat this like any other interview – and you should, too. Here are some tips on how you can prepare for your virtual interview.
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