5 ways that the world has changed technology
December 2, 2015 1:19 pm
Categorised in: The Blog
How does this affect the recruitment process?
When applying for a job, we used to put on our best outfit, suited and booted, walk into a company and hand in a CV with a covering letter. This was whether or not you’d actually seen a job advertised. We wouldn’t necessarily know if there were any open positions available, so tailoring a CV to make you sound appealing and the right candidate for any vacancy was difficult.
Where would you see a job advertisement before the Internet was around? In a store window…via word of mouth, or in a newspaper perhaps?? Well now there’s no need to get your hands dirty with newspaper print!
Once the Internet was created, there was suddenly a demand to make everything simpler, easier and more efficient. Initially this cost a fortune, and only a select few could afford the Internet as a luxury, but suddenly, in the space of 10 years, the entire world became a whole lot smaller. Emails or a fax could be sent instantly, rather than waiting days for a letter to be received, instant photos could be sent from anywhere in the world instead of a postcard. Since the mass growth and development of the Internet, technology and software, tools are now at the tips of your fingers. People can order food, presents, and pretty much anything online,via the comfort of their own home, with delivery the next day. Details can be stored securely so that if you return to the site, you can simply click ‘buy’ and the transaction is complete without having to re-enter card details.
So we know how technology has changed the world, but how has the world changed technology? And how does this benefit the recruitment process?
Demands, demands, demands
You will have frequently seen that advert featuring Kevin Bacon, showing individuals waiting for the internet to load on their phone….well it’s the same with everything. People have become so reliant on technology and the Internet, that they want everything now. They don’t want to wait for a webpage to load, and they won’t. If that particular individual is waiting for a webpage to load to buy an item, and if it takes over 2 seconds to load….well you’ve lost that customer. This is the same with recruitment. If your recruitment website or careers website doesn’t load in 2 seconds or less, that’s it, the majority of candidates won’t wait. They will go elsewhere…to your competitors perhaps?
Let’s say that a webpage loads in 2 seconds or less, and the individual is still on the site browsing products and services. Fantastic; but it doesn’t stop there. People now want a seamless transaction, whilst being interacted with at the same time. They don’t want to click on a link to another page, and the link to be broken. They don’t want to be viewing a particular product, to then return to the original browser page to find that they have lost their search place. This just causes frustration, anger and pretty much puts them off your brand. Don’t expect them to come back to your site or to buy anything from you, especially if you aren’t making any efforts to improve these. For a candidate applying for a vacancy, they want to be able to apply in a few simple clicks. They don’t want to have to fill out a form over and over again with the same basic details such as name, address, education. When applying for vacancies, most applications when managed by a form of recruitment software, allows a candidate to parse a CV or social media profile, filling out those forms for you.
Touch points and human experience
When on the Internet, individuals want to be able to browse at their leisure, but they also want to know that when faced with a problem, there is always someone there to help solve a problem. And this doesn’t necessarily mean spending hours on the phone to customer support, going through all the automated responses before finally talking to an actual human being. Instant chat boxes are sometimes available on websites, or if you email an issue through, automated responses are great as they let you know when you will have a response by. Sometimes, even just having an automated chat box popping up to see if a customer requires any help when first opening a page, is a great way for the human interaction to be there. Recruiters, if they’ve invested in recruitment technology have the ability to auto-schedule emails, messages and contact candidates on a frequent basis, enabling them to know where they’re in the recruitment process.
The majority of individuals now have smart phones, whether they’re androids or iPhones with Internet access, delivering news to phones constantly. There is no way of hiding anything. If it isn’t the media that gets hold of something new, it’s simply an individual sharing something of interest and before you know it, it’s gone viral. Visible on social media and all over the web! As a company, you can’t hide. There are websites such as Glassdoor which provide in depth company data, employee wages and much more. It’s therefore beneficial as a company and a recruiter to provide as much information as possible. This not only prevents potential bad publicity, it enables candidates to find out more about the company, which means that those who apply are more likely to be talent who want to work for you, and not just individuals who are desperately looking for any job.
The Internet is vast, with information and resources just seconds away. Type something into any search engine, you’ll be presented with millions of results; you’re bound to find what you are looking for. There’s no need to spend hours in a library searching for a specific book or article which is probably outdated. Millions of content is uploaded onto the Internet every single day, that’s not outdated, and has actually been written that day, in that hour! Having the Internet as resource provides unlimited data and informative data. So why not adopt this approach with recruitment? Why not update provide a resources section on the company’s career site for candidates to make use of, or post regular content onto the company social media sites. It could be anything from employee testimonials, to the statistics about the number of candidates applying for vacancies. It could be fun, whilst being factual. This way you are engaging with your potential employees and making your brand known.