In last 10 years, SMAC (Social Mobile Analytics Cloud) has created fundamental shift for businesses. However, till date the adoption and benefits are limited to the customer side of operations in most businesses, while the other end of businesses i.e. procurement and recruitment are not wholly untouched by SMAC, the adoption is flaky, sporadic and uncoordinated. Given that candidates are living in the new digital world of SMAC, their expectations before and during the hiring process are forcing Hiring team to revisit its candidate interfaces to attract and hire best talent. It’s welcoming to note that more and more organizations are starting to realize the importance of taking their hiring digital. However, very few understand the nuances behind this.

Here are 4 points to keep in mind:

1. Employer branding

LinkedIn’s report on Global Recruiting Trends in 2016 categorically makes mention of the increased investment that talent acquisition is making into employer brand – 59% of enterprises are investing more in their employer brand compared to last year. Remember that prospective and in-process candidates will be evaluating your company – what makes your company a ‘great place to work’, what are the core values of your company, will the candidate be a good cultural fit etc. Also, your efforts on employer branding are directed not just towards active job seekers, but towards the passive ones as well. No wonder that in the absence of employer branding, many startups face uphill task to attract candidates away from the establish brands.

2. The right digital platform

As jobseekers are now predominately online and ease of making an application is as simple as clicking a button or emailing one’s CV, the recruiters are flooded with applications. It is estimated that a typical job in a mid size company receives on average 150 applications. The applicant tracking systems, intelligent recruitment software, smart boards, social recruiting solutions and other methods of digital recruitment have served as a boon to the many quandary of the recruiters. Sophisticated yet simplified, digital hiring needs to be customized in accordance to the size of the business. Invest time to figure out which recruitment software works best for you – it’s never a one size fits all approach!

3. Candidate experience matters

Predefining the requirements of the job openings, an exhaustive job-description, making it super easy to apply and quick response times along with structure and credible response are some ways in which organization can create a positive candidate experience. Do this wrong, and you may never see that unhappy candidate coming back to your organization to search for a job.

Stats show that 42% of disgruntled candidates will not apply for a position at the company again.

4. Artificial Intelligence

Although digital hiring methods help recruiters source talent through a wider reach and sources, it might mean having to go through a lot of applicants to find the best fit with significant time and cognitive effort. Advancements in the fields of big data and artificial intelligence have now made it possible to apply intelligence that help recruiters find the best fit without them having to do so manually. It has become vitally important that best fit is defined over many aspects including soft-skills and personality traits before further organization time and effort is spent on the candidate.

Stay tuned for more insights from Turbohire.