Technology has changed the recruiting and hiring process tremendously. For the most part, the days of leaving voicemail after voicemail and trying to coordinate interviews around a lunch schedule have been left behind. Advancements in technology have changed the way companies find and communicate with potential candidates.
We are being introduced to a generation of candidates that can’t even imagine the traditional interviewing process. Come in and meet with you face to face? Why? Fill out a paper application? Really?
A digital recruiting plan can be an easier and better way to build incredible staffs at a much faster rate. It is a much more beneficial way to be able to recruit quality candidates in areas where we may not be able to realistically conduct face-to-face interviews.
How does it benefit the company and how can it make the hiring process easier and better? Imagine the benefit of having a candidate conducting a single digital video interview with multiple managers simultaneously instead of having to coordinate schedules for all those managers and candidates. In one afternoon, you could knock out several candidate interviews and move everyone on to the next step in the hiring process.
Companies are making those changes. According to the Society for Human Resource Management, more than 80 percent of companies are using some form of social media to recruit candidates, an increase of 50 percent in the last five years. Whether it is Facebook, Twitter, Instagram or Snapchat, there are many places for candidates to find you, learn more about your company and culture, and decide if it is an environment they would like to join.
CUER uses online interviewing and recruiting technology for candidates through social media more and more every day. We work with credit unions nationally and can recruit for candidates remotely just as easily as we can locally. We can sit in our office and interview a candidate through our digital interviewing system and come away with a better understanding of their work experience as well as their attitude, presentation and even their own ability to handle technology. And we can do it at any time of the day.
Candidates can also conduct a video introduction of themselves that we can share with our credit union clients. This gives us the opportunity to add value to a typical resume when we share with the client and give them a deeper understanding of that potential employee.
With a new generation of applicants becoming more technical, none of this will be changing anytime soon. When my 4-year old son can diagnose and repair his grandmother’s iPad, it’s a clear sign that technology isn’t slowing down, and we better keep up with it.