By Jonathan Abelson, Merje

Should I speculate to accumulate when it comes to people management, or play it safe? Whatever sector you’re in; however large or small your business is; this is a common question that HR professionals ask when trying to keep workforce levels in check.

In recent years, there has notable shift from reactive recruitment to talent marketing – a process, which has been largely supported by the likes of social media and mobile channels.

So, if you’ve traditionally played it safe, but are willing to change tack from ‘reactive to proactive recruitment’, how can you make sure you’re keeping pace with changes in technology?

Get social

How many applicants do you receive per vacancy? Whatever the number, it doesn't come close to how many potential candidates are using social media. With LinkedIn, Facebook and Twitter holding over two billion combined users, each platform represents a massive potential talent pool that recruiters and HR professionals can, and should be exploiting. 

So, what are we talking about when we refer to social media recruiting? Typically, social recruiting techniques fall into one of three categories:

  • Referrals: These work online in much the same way as they do offline. However, recruiters and HR professionals can now extend their reach to target candidates by alerting their connections to vacancies via tweets, LinkedIn groups or through Facebook.
  • Job posting: Unlike traditional ads, vacancies are posted across multiple channels, from blogs and discussion groups to interactive job boards. Advertising vacancies through these types of channels will attract candidates who have a genuine interest in connecting with your company’s brand.
  • Sourcing: This involves actively searching for relevant candidates for any given role. Twitter is particularly good for identifying thought leaders.

A shift towards talent marketing means that, for those recruiter and HR directors who are embracing technology, the opportunity is there to create long-term and ‘value based relationships’ with potential recruits.

Go mobile

In the same way that the internet changed the way we attract candidates, mobile platforms are also altering the way we market to potential recruits.

According to Deloitte’s latest Mobile Consumer report, 35 million people have a smartphone in the UK and one in six adults look at their mobile phones more than 50 times a day. The benefits of mobile technology are clear – interaction with candidates can be tailored quickly and to the right location.

Even if your recruitment systems are not mobile optimised, the likelihood is that you’ll already be receiving a good proportion of web traffic though these devices. The majority of smartphone users make use of the search engine function and often follow links received over email.

It’s therefore crucial that recruitment processes are optimised for use on mobile platforms. It’s not just about making your site easier to view on a small screen; it’s about taking into account the differing needs of users who are accessing the web via a mobile device and tailoring recruiting systems to meet their needs.

The best candidates are already using technology to find opportunities more rapidly, so they’re not in the job market long enough to be discovered using traditional methods.

The modern applicant requires a high-touch approach in order to stay engaged. Employers who want to target this tech-savvy workforce should review their plans and incorporate mobile strategies to increase their recruiting efficiency.

Moving forward

In order to become more efficient when it comes to recruitment:

  • Remember that while job boards remain a key recruitment channel, their content must be updated for the modern tech-savvy user.  
  • Engage with potential candidates across multiple platforms.
  • Enable engagement channels for mobile content. Internet connectivity has changed the recruitment landscape. Today’s candidates expect to learn about, and respond to vacancies, whenever and wherever they happen to be on the web.

Jonathan Abelson is a director at award-winning recruitment consultancy, MERJE. The company operates within multiple sectors, covering permanent and contract roles across a wide range of disciplines, including: Finance & Accounting, Audit, Risk Management, Compliance, Financial Crime and Fraud, Customer Contact and Wealth Management.