How can you adapt your recruiting strategy to new technologies?

In this day and age, so many people are getting into personal branding, it would be a waste not to use social media for recruiting. There are so many ways to find hidden talent. When at Meta, many recruiters have ownership over candidate profiles, and sometimes you have to get creative to source potential candidates that aren't found in the usual platforms. Where are the candidates virtually hanging out? I had success with using platforms such as Clubhouse, Reddit, Instagram hashtags.

Recruitment has shifted a lot in the last decade. Having a strong brand and presence on social media particularly LinkedIn is crucial to your success. It’s a great way to build trust, network and showcase your results as well as providing value.

Talent acquisition teams must ensure their talent acquisition strategy is adaptable to the changing tech world. Strategies and processes should be built in a flexible manner so as to have minimal impact on the organisation and team... AI, as an example, and the automating of specific processes is a technology that is here to stay and, with further advances, will continue to enhance the TA function. Researching these advancements is crucial, so when looking at improvement areas, you can build tech in. Don't be reactive - be proactive and stay at the tip of the curve.

Social Media, especially LinkedIn are a great way for recruiters to make themselves, and their company, more attractive to talent. Regular activity, posts, interaction with followers, gamification (e.g. polls) are just some examples. This builds personal relationships with potential candidates but, most importantly, it builds trust and gives feasible credibility to both your skills and the company you represent.

I suppose another benefit of social networks for employer branding is that you can show yourself as a team of truly friendly people. All profiles of your employees on LinkedIn are ambassadors for your brand in some way. By promoting their expertise and talking about your team's processes, you can attract talent.

I have used AI tools to help with messaging, drafting job postings. I also use AI sometimes if I want the role to be more simplified for me.

Use AI-powered labor supply and demand analysis tools to inform your recruiting strategy. For example, these tools can provide deep insights on how abundant or scarce the particular skillsets/job titles are in a given geopgraphy. Leveraging this insight to educate your hiring managers can help you determine non-traditional sourcing approaches. The analysis can also help set expectations on time-to-fill with hiring managers.

AI is great and helpful if used correctly. It shouldn’t take away from the human touch and element that is essential to recruitment.

I find the use of AI an interesting topic when it comes to Talent Acquisition / Recruiting. The paradox is that most Staffers will use AI to get support in drafting job descriptions, email templates etc. but then have allergic reactions when candidates use AI for their cover letter or resume. If anything, I think we should accept that AI is a thing by now and will not go away. It will only get better from here on and be more and more relevant. So from that perspective: "If YOU use AI on the Corp site, embrace if a candidate uses AI on the other site." And more generally, there are tons of not thought about opportunities how to get better and faster with AI, so let's focus on finding these and implementing them.

Our company uses AI to support writing job posts and creating ideal personas for candidate types. We also leverage AI to help with content creation around recruitment marketing campaigns.

Flexibility is key in today's workforce, but it's important to recognize its varying impact. Remote work largely favors office-based employees, offering them unparalleled flexibility. However, for roles that require physical presence, like manufacturing site workers, alternative benefits are essential. It's vital to design equivalent perks for these employees. This could include flexible shift patterns, enhanced on-site facilities, additional leave options, or professional development opportunities. Balancing benefits ensures that all employees, regardless of their role's nature, feel valued and supported, fostering a more inclusive and equitable work environment.

I recently recorded a podcast with Graeme Barlow the CEO of Iversoft who went to 100% remote and 4 day work weeks. The productivity and collaboration of his team went through the roof! Love it as a success story to share with other founders who are a bit timid to try.

Covid has had some real positives in the world of work opening up the possibilities of remote work. Recruitment can easily be done from anywhere but again it’s important to still develop relationships and keep the personal touch which can become harder when remote.

The potential for integrating gamified experiences in recruitment is immense. In the Tech industry, Hackathon and Data Hunts are already here. Imagine the possibilities: _ Real-world and Digital Integration _ Games to engage an industry network with rewards, engagements, access to companies, mentors, ...

I often post polls on LinkedIn, it’s a great way of gaining feedback, perspectives and a bit of fun with topical posts that encourage conversation.

I often post polls on LinkedIn, it’s a great way of gaining feedback, perspectives and a bit of fun with topical posts that encourage conversation.

Outside of recruitment. This would be more interesting for future graduates and students. To explore roles and career paths. To experiment with a job that they like. And confirm or not their interest in a VR environment.

In common, new technologies in recruitment help to do automatisation of routine tasks and save time for more brainstorming activities like sourcing, new projects boosting, candidate interviewing and etc. If AI and VR help to make it real - it's a great opportunity to use those technologies :)

Innovatives Und modernes Recruiting mit den oben genannten Abschnitten ist unglaublich wichtig. Ich sehe jedoch auch, dass häufig auf Trends und buzzwords aufgesprungen wird, bevor sie Basis stimmt. Grundlage guten Recruitings müssen einfach erstmal gute Jobs und Arbeitgeber sein - ohne das wird es auch mit den ganzen oben genannten Elementen schwierig ;)

This is an opportunity to reach talents in various ways, beyond the usual emails and phone calls. It's a chance to evolve and create engaging content that offers a breath of fresh air. Consider innovative job descriptions using video and audio formats, gamified network follow-ups, and personalized support.

Neben den oben genannten guten bzw. innovativen Punkten gilt es besonders, die zwei wichtigsten Punkte nicht zu vergessen. - Recruitingprozess an sich - Zielgruppe Es bringen die innovativsten Wege nämlich gar nichts, wenn sie nicht der Zielgruppe entsprechen oder am Ende der Recruitingprozess mit x Schleifen am Ende dazu führt, dass der Bewerbende abspringt.

In addition ensure your TA professionals are savvy with new technologies. Most of the existing technologies are first used at a personal leve before they are incorporated into organizations, one of the reasons being data privacy, company policies etc. Therefore having experts who are technology enthusiast helps you naturally to attract and welcome the idea of integrating new technologies into your existing recruiting process