Name & Reg ID.

Urooj (51868)

Course Recruitment & Selection (Thursday 6:30 -9:30)

Instructor Dr. Rubina Jabeen

Activity 3 Making the Most of On-Line Recruiting

Boston based consultant Melia claimed that potential candidates/ or the candidates of your choice
are available digitally but only if you know the online platforms and techniques where to find those
people. Previously recruitment pool was limited to active jobseekers only and most of the times
those candidates were incompetent or unhappy with their previous jobs. With the power of digital
platforms now you may engage the passive candidate which are close fit with your JDs within
minutes

Internet recruiting can be massive beneficial. Companies can cut the cost by one-twentieth and time
by approx. 43 days as compared to traditional recruitment which is through newspapers/magazines
etc. With the candidate’s digital availability and massive reach, candidates also have a variety of
options and the recruiter must have to Stand out to make the passive candidate active.

Recruiting as Marketing:
On Monday morning around 4 million people do job search on Monster.com. Corporate recruiters
are screening 18 million Monster applicants and around 5 million on other small job boards.

Now with the recent changes’ recruiters must be proactive rather than reactive in searching and
securing the best talent. They must learn how to market the jobs.

After all, the hiring technique has become nearly homogenous to the marketing technique. Potential
candidates need to be treated like potential clients: delicately identified and targeted, appealed to
the organisation/brand and benefits and then sold the job. With intense talent competitive
environment, organisations that master the art and science of digital recruitment can attract and
retain the best talent.

Here are the three typical steps of online recruitment.

https://www.linkedin.com/in/urooj-latif/
 1. Attracting
2. Sorting
3. Contacting and maintaining relationship

And the final is close the deal! Which ideally should be face to face.

1. Attracting candidates:

Organisation advertising, promotions, and other marketing campaigns inspire potential

employees/clients. To be prominent in the market, recruiters must work with the marketing team to
run campaigns or promotions like company T-shirt, caps with company logo and URL printed often
drive people to the organisation website.

Company website is where usually the jobseeker visits first and evaluate based on that. So, it should
show organisation culture, achievement, work life balance and benefits and clearly show the
potential employee Why they should work at your organisation. Also, to capitalise the true potential
of internet company can promote themselves in low cost by encouraging employees to share the job
in circle and refer!

Organisations can also attract by providing powerful content for example Cisco provides online
library to help engineers solve their technical problem and then later they carefully track the high
potential candidates from there.

2. Sorting Applicants:

In today’s world attention span of people is incredibly low, organisation must provide easy and
smooth way of applying for a job rather than complicating it.

Setup the screening/shortlisting procedures in advance like pre-screening questions, test to auto
sort the high potential candidates. The test should be interesting like game-based test and should
consider disable people, minority group etc so it does not violate anti-discriminatory laws. Many
companies are offering the psychometric, technical, soft skills and other tests based on the specific
jobs.

3. Making contact:

The job market is extremely competitive so as soon as organisation find any candidate interesting,
they must be in touch as quick as possible. Shannon Wong, the on-line recruiting specialist said it
should be within 24 hours else companies lose the candidate. Unless other HR functions,
recruitment nowadays is extremely fast paced, recruiters should be quick, flexible, and creative to
secure the good candidates.

https://www.linkedin.com/in/urooj-latif/
Understanding the value of recruiting, some organisations have separated recruitment altogether
from HR functions and have integrated with the business development department. Organisations
have given authority to the line managers to hunt their team by themselves too.

The recruitment process is also speed up with the new HRMIS/ATS/HMS system. Now all the
candidate information like candidate application status, HR and technical interview, email
conversations with the candidates can be found electronically under one system. Some HMS system
also offer visibility to the candidates so they can also check the status and feel engaged.

To make the process more efficient and fast some organisations have outsourced their recruitment
functions to the recruitment consulting firms.

Closing the deal:

This is extremely important step in making the candidate feel that the organisation really wants
them, and it requires human touch. Good candidates receive a lot of potential offers so the
recruitment person should be in touch and sell the organisation.

One of the biggest mistake recruiters do is they spent a lot of time in finding potential candidates
but spent very less in creating relationship and persuading them why they should take the job. To
overcome this, organisations are sending recruiters to sale training programs where they learn how
to close the deal.

A Solid Defence:

The competition is also tough because of numerous job availability, competitors keep eye on other
organisation key resources and make the move. Because of this employee commitment is also
affected as mostly people leave for higher compensation.

To avoid this, manager should have a close connection with employees and health and happiness
check-ins to gauge how their team is feeling. Organisation should also be transparent in sharing
information, involve employee in decisions making so employee feel solid part of company. Also,
offer them internal position and development plan so they do not feel the need to move.

The future of online recruiting.

This is just the beginning as the time pass everything will be digitalised. The hiring process will
shorten and more efficient. All the job boards will have a great database of the resume and will be
selling them. Companies/recruiters must work hard to establish relationship with the candidates as
candidates will be more well-informed about market with various options. Great marketing skills will
be required to attract the star candidates to the organisation.

https://www.linkedin.com/in/urooj-latif/
https://www.linkedin.com/in/urooj-latif/