RECRUITING 4.0

Recruiting 4.0, or Social Recruiting, tries to apply digital marketing techniques in talent recruitment and personnel selection processes.

Gone is the traditional collection of resumes in hand, which greatly limited the options. What are the characteristics of recruitment 4.0? , What specific strategies are there? Keep reading!

What is Recruiting 4.0?

Recruiting 4.0 is a recruitment process adapted to the technological advances that have been shaped over the years. The companies that use it focus on strengthening their corporate image to be more striking and to be more successful in attracting the talent they need in each department.

This strategy has become especially important since the pandemic, an active presence on social networks has become vital to transmit an attractive employer brand that offers value to its potential employees.

The use of platforms such as LinkedIn, Twitter or Facebook for companies is important not only when it comes to attracting, retaining talent and obtaining a good digital reputation, but also for the candidates themselves.

This is a great showcase, since they can upload links to their blogs, portfolios or previous work. In this way, the CV ceases to be something theoretical, its capabilities can be demonstrated with projects, updated case studies and even bosses and colleagues who confirm the abilities of this candidate.

Recruiting Strategies

Social networks

This is what we know as social recruitment. The use of new technologies in human resources has led to the creation of new personnel selection techniques, in which social networks have become very important.

As a general rule, companies use LinkedIn and other professional networks to search for candidates, and to general social networks such as Facebook or Twitter for extra information about them. This information helps to expand the database relating to candidates and workers necessary to carry out the Big Data analysis applied to human resources known as People Analytics.

Employer branding

What values define your brand? This is what employer branding comes to answer.

It's about clearly transmitting who your company is, what its values are, what its culture is like, the work environment and, basically, what is the philosophy and policy of human resources within the organization.

People want to know where they are sending their applications and what organization they could pursue a career in looks like. Because talent has new demands and among them is the fact of actually finding a company in which they feel at ease, and have a vision similar to them.

Recruiting software

These tools make it possible to make recruiting talent a much more agile and efficient process. It allows us to:

• Make filters faster and more accurate to find the right candidates.
• Save a lot of time screening requests.
• Close recruitment processes in less time.

But not only that, recruitment software also offers benefits for candidates:

• More fluid contact with people in charge of personnel selection.
• Monitoring the status of your application.
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Chatbots

Normally we have seen the use of artificial intelligence to improve the communications of companies and their customers. But also the application of this technology for candidate recruitment and selection processes.

This AI guarantees greater agility in the process. In addition, it provides real-time information to people who participate in a selection process. This translates as a better experience for candidates.

This reduces the workload of the HR team. Recruiters no longer have to be reviewing each applicant's applications for a position one by one. Instead, they will be able to delegate this analysis to the chatbot and take care of providing value in more critical recruitment tasks.

Gamification

Gamification is the latest trend in personnel recruitment, it consists of applying game dynamics in different contexts to identify the ideal candidate. In addition, it promotes creativity and enhances the company's branding.

QUALITIES:

Adaptability: The game must adapt to the needs of the position you want to fill. In other words, a gamification process for finding a supermarket employee will not be the same as for incorporating a remote operator.

Attractive: candidates tend to be more motivated to take this type of test and create high expectations about the company that can hire them.

Security: gamification rules and processes must be properly prepared and studied so that no candidate can do it fraudulently.

Seriousness: Although it is a dynamic act, it cannot be confused with a simple game. That is why it is necessary to make all workers aware of its importance so that it does not negatively affect the result.

Small Data

It is based on more concrete data analysis, which serve to refine the result and find the candidates who have the best characteristics. In the past, HR managers were lost in a large volume of information that caused errors in recruiting staff.

Small Data is a technique that can shed more light on the candidate's abilities and aptitudes because, through algorithms, it finds those who are most prepared for each specific position.

Nanotechnology

Nanotechnology is a growing recruitment technique. It consists of placing the candidate in a certain situation or in the face of a stimulus to check how he would react in the position he has to fill if he is selected.

In other words, it allows us to know how the person's brain would work at that time to see if it adapts to the needs or not.

The job search process has been shortened and streamlined. Nowadays, digitalization favors that urgency that is needed.

However, the vast majority of companies admit that they still need a digital transformation in the management of their human resources.