Every business wants the best talent for their business. Smart companies know that they are only as good as their workers and will try to retain and search for people that will best fit their company. From the traditional resume to the in-person interview, a lot of the recruiting process has gone digital. Recruiting software is now changing the way we observe our candidates. Innovative tools that are used to collect insight into jobseekers will soon be the primary vetting process. As this technology continues to develop, it is playing a more integral way in how recruiters can view the resume and collect information from candidates. It allows them to retrieve external information not found on a resume such as social network, business network, skillsets, and participation in societies and conferences. Even the interview process can be done with a video screening process. Overall, by digitizing the business, it reduces the cost and time needed to find these quality candidates.
There are some other benefits to this technology. Recruiting tools allows companies to filter and integrate many candidates from multiple. There are even methods to test their technical abilities virtually rather than bringing them into the office. However, in the end, you do want to meet and interview the candidate in person to test their engagement and to communicate with them.
Another trend with digital recruiting capability, is non-active candidates can be sought and added to a talent pool. Unlike active candidates who are constantly interviewing and meeting recruiters, the passive candidate already has a job and not seeking new opportunities at the moment. With such a huge passive candidate pool (larger than 50% of workforce) unveiled to recruiters, they are an attractive source because of the amount of experience they have. It is definitely a challenge to win them over, but it is beneficial to gain access to their profiles and backgrounds online through multiple digital sources.
The creation of digital technology transformed the way companies view and research candidates. It gives them an access to a greater pool of candidates and allows companies/recruiters to optimize the background and skillsets of the candidate. Recruiting tools can lower the onboarding and vetting costs as well as reduce the amount of time spent per candidate. Digital profiles opened up a new category of inactive candidates – qualified candidates who aren’t currently looking for jobs but have experience, making them quality targets. It has definitely raised the competitive landscape for candidates all around as recruiters can shift and filter through thousands or resumes or profiles based on whatever information is available.