By 2020, millennials will make up 75 percent of the workforce, forcing companies to rethink their recruiting process. With 92 percent of millennials using a smartphone and 85 percent using social media, it’s important for recruiters to start to make their hiring process digital. From sourcing, to interviews, to an ultimate hire, it’s important to give the candidate the best possible experience. Companies need to keep up with different digital techniques to attract the best talent.
Check out these three different sourcing techniques your company should implement and ensure they are using correctly.
1. Career Website
Candidates’ values have changed from the traditional values of baby boomers. Employers need to adapt to millennials’ tech-savvy, openness to change values and reflect that on their career site to attract candidates. Use of culture videos on the site to show what a day in the life could look like in your office could be the difference in a candidate hitting that apply button. Other uses of videos could be information about how your product works, messages from the founders, or interviews with current employees.
Recommending jobs to candidates searching through your career site based on their LinkedIn profile is another way to identify passive candidates. By immediately seeing jobs that they would be qualified for will increase your company’s chance of an application.
2. Third Party Websites
Gone are the days where candidates search for openings in newspapers and job boards. It’s more important now than ever to have a digital presence on popular third party websites to source the best talent.
As of February 2018, 87 million millennials are on LinkedIn. According to Forbes, the best way to attract millennials through LinkedIn is to create fun engaging posts and stay active with your posts in order to keep a presence on others’ feeds.
Glassdoor is another important resource to consider using for your company. It’s one of the only ways candidates can understand how other workers feel about working for the company. In a survey conducted by Glassdoor, 69 percent of respondents said they wouldn’t accept a job if the company had a bad reputation. Encouraging your current employees to leave a Glassdoor review will go a long way in the recruiting process and will ultimately lead to more hires.
3. Getting Social
Having a social media presence is a must when sourcing younger candidates. Platforms such as Instagram, Facebook, and Twitter give insights to candidates about not only what the company does, but the culture in the office as well. In fact, 59 percent of employees say that a company’s social media presence was part of the reason why they chose to work there. Additionally, 80 percent of recruiters find social media helpful to identify passive candidates. Because social sourcing is successful for recruiting, now 89 percent of companies plan to start sourcing through their social media accounts. In order to stay competitive with companies who social source, make sure your company is staying engaged and showing your culture around the office.
At the end of the day, you want to show the best parts of your company to attract the best talent. In today's digital world, it’s easier than ever to showcase your company’s culture, employee reviews, and job openings. It’s worth it to put in the time to learn these digital sourcing techniques so your company can continue to grow and develop.
Do you have any other favorite digital sourcing techniques? Let us know!