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Digital recruitment strategies for the coming decade

As a business person, you understand the value of a team of quality employees that work well together. When you’ve got it, everything moves smoothly and fast-paced like a well-oiled machine. But when there are team members that are missing or out of sync with the rest of the group, things can slow down to a mere crawl. 

The value of hiring quality candidates to fill missing roles is of critical importance and shouldn’t be underestimated. Most savvy business professionals know that recruitment is one of the baseline keys to success and that the process of recruiting potential employees never really stops. With that, there are always things that can be improved in the process.

In today’s digital age, there are all sorts of new and exciting ways to find and engage with potential employees from all walks of life. Digital technology has completely changed the way a lot of recruitment is done, but finding quality candidates still requires a human touch. Certain pillars of candidate selection remain in place, though they have evolved and will continue to adapt over the next decade.

Recruiting Diversity

You’ve heard it said again and again, but study after study has shown that diversity really does make a positive difference in productivity and creativity in the workplace. Beyond that, a diverse workplace can also make your company more resilient to uninvited change. Working towards hiring a wide array of diverse candidates from all sorts of different backgrounds can really give your company the edge that it needs to stand out against competitors.

This idea of improving diversity has been around for a while, but the general push for different types of diversity is widening. Traditionally, diversity pushes have been largely focused on race, but in today’s world, a diverse workplace includes people of different ethnicities, genders, ages, cultures, and previous work experiences, among other things. The whole idea is encapsulated under the umbrella term of cognitive diversity, which essentially means diversity in all the backgrounds and experiences that give people different perspectives on life and work, allowing new ideas to come to the table.

Technologies of this decade can actually play a pretty big role in helping you increase the diversity of your recruitment strategies and, therefore, your workforce. For example, many companies are now using artificial intelligence (AI) to screen resumes and potential candidates in an effort to eliminate unconscious biases in hiring practices. This tech is helping to break down barriers and wage gaps for all sorts of qualified minority candidates. 

Applicant Data Collection

During the applicant screening process that every business goes through, a certain amount of data on potential candidates is collected. The main things are included in a resume such as past work experience, educational background, and job-specific qualifications and skills. However, in the typical job application, there are other things listed that could potentially rule out certain candidates that might otherwise make great employees.

Take, for example, the use of marijuana. Depending on where you live in the U.S., a zero-tolerance drug policy, regular workplace drug testing, or mentioning recreational use when asked in an interview can mean different things. The drug is still illegal federally, but 33 states currently allow its use for medical purposes and 11 allow it recreationally. Laws and regulations are changing quickly across the country with this along with a handful of other common employment screening issues, such as past federal offences, so it is important to keep an eye on them going forward.

In today’s digital world, the value of social media for recruitment and for screening also cannot be underestimated. Social media can be a great way to gain greater insights into the background of a potential job candidate. On the business side, it is also a very real way to broadcast the benefits of working at your company and attract a diverse pool of applicants. Nearly every company worth their salt has some sort of social media marketing and recruitment campaign going on all major platforms.

Determining Human Capital

As any great business recruiter knows, it isn’t just about getting people with the right skills in place at a job — it is also about bringing in the right types of personalities to meld it all together. They know that human capital is an intangible, but critical element to a good hire. Human capital encapsulates the soft skills that are required for success such as educational cross-training, people skills, work ethic, punctuality, and health.

Employers can do a lot to help recruit the right employees by understanding the company’s needs and the hard and soft skills necessary to do a good job. Likewise, once an employee is hired they can help to promote the growth of human capital in their employees by doing things such as offering engaging training, giving assignments and opportunities that play to each employee’s strengths, and providing the resources needed for them to do their jobs well.

There is some level of fear that many employees feel when new technologies are introduced. But many experts believe that tech that replaces menial tasks will actually help to boost human capital in the workplace by creating more time for human connections and improving the personalization of certain human resource-related processes.

Technology will continue to alter the way successful recruitment is done, but many of the pillars for finding quality candidates will remain in place. These include things such as hiring for diversity, doing your research on potential candidates and working to boost human capital in the workplace. Going into the next decade, technologies will play a profound role in boosting the success of these strategies for success.

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