Hiring in the Digital Age — 3 Things to Know

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Hiring in the Digital Age: 3 Things to Focus on in 2018 and Beyond

The landscape for organizations and those in charge of hiring in the digital age has changed dramatically over the past decade. Moreover, it’s continuing to evolve, and with 2018 just around the corner, it’s essential to evaluate and determine strategies for moving forward.

Is your company focused on hiring in the digital age – both for 2018 and beyond? Here are some things that will position your business ahead of others when it comes to securing top talent.

1. Lead the way in digital hiring practices

The task of looking for a job in today’s world barely resembles what it was several years ago. Newspaper job ads, for example, are on a steady decline and perhaps on their way to becoming obsolete.

The current generation (late millennial) embraces a technology-driven approach to job searching and companies that don’t keep up with modern techniques risk missing out on top talent.

Because the majority of late millennials perform their job searches online, job board sites have become extremely popular and the preferred method for job seeking. Successful companies have ditched older methods of hiring to counter the risk of seeming outdated.

In turn, employer branding is more important than ever and is the foundation of digital age recruiting methods. And an essential part of employer branding includes having a website with frequent updates – including updates on potential job openings.

2. Recruit passive candidates on social channels

Passive candidates are employees who aren’t actively looking for employment but would switch jobs if the right offer came along. If there’s a passive candidate that you think is an excellent fit for your organization, then reaching out to them with a personal, meaningful connection pays off.

Passive candidates are appealing for a variety of reasons, not the least of which is that they won’t receive offers from competitors during your company’s interview process. This allows organizations to take their time during the hiring process, but also to take a proactive approaching to choosing ideal candidates.

Traditional methods of recruiting, on the other hand, means that employers are waiting for strong candidates to walk through their doors. Proactively seeking out candidates who possess a particular set of traits is a more sensible approach.

It’s not always easy to recruit passive candidates who, in some cases, are perfectly happy in their current job. That means you may waste time in reaching out to people who have no intention of leaving, but the risk is worth it if you can find an ideal candidate.

3. Take a new approach to candidate care

Past methods of hiring centered on employers and how candidates fit specific needs – but not on how the candidate viewed the organization. Millennials are more willing to relocate for a job, which opens up more potential job opportunities for them. If a company doesn’t appeal to them, they don’t see it as a significant loss.

Hiring in the digital age for 2018 and beyond means a greater emphasis on candidate care during the hiring process. Some steps companies can take to make the process easier include a robust “careers” link on their website or inserting an “Applicant FAQ” section.

Candidate care also includes letting potential hires know job interview results in a timely fashion. This makes your organization come across as approachable and caring which, in turns, helps its image.

There’s no question that companies will find successful candidates in the future by abandoning older, outdated recruiting strategies. Hiring processes are ever-evolving, and keeping on top of them will help your organization be a leader in finding top talent.

HR Expertise On Demand

If you’re a small or emerging business and would like some expert guidance on talent acquisition for finding top talent we’re here for you. Schedule an appointment today at Mercer PeoplePro, our PROs are standing by and ready to help.


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