How to hunt talent in the digital transformation era effectively?
The battle for “talent hunting” has never ceased to be exciting, and in the digital age, it is even more intense when employers need to have more skills. This article will show businesses what digital recruitment needs to do to attract talent.
1. Secrets of successful recruitment from big companies
To hunt for talent in the digital age, businesses should consider the following factors:
- Emphasis on competence instead of qualifications – For Vietnamese culture, advanced degrees represent the talent, which is not entirely wrong. But employers will ignore many talents with ordinary degrees. This tactic is highly recommended by Elon Musk – Tesla Chairman when looking for talent, he does not focus on degrees, as long as they have real talent. He often asks candidates to address their most difficult problem and ask questions about it. “If someone isn’t directly responsible for solving the problem, they won’t know the answer,” Musk said.
- 1-week probationary period – This is a slightly different strategy compared to the 2 months probationary period of today’s businesses. But it will save time, as well as corporate resources because a 1-week trial is enough for businesses to assess the candidate’s ability. This is also an opportunity for candidates to feel the ambiance and corporate culture…
- Ask situational questions when interviewing – The digital age needs to recruit candidates with flexible and quick responses because their working rhythm is very efficient. Therefore, when interviewing, the employer should pose a problem, and see their reaction when receiving and handling the problem to make a selection conclusion.
- First impressions: Style, confidence, willingness to work… are the things that SevenRooms co-founder Allison Page revealed.
- Humble candidates – Many senior leaders believe that candidates should be hired who are better than them but must be humble. This way, employees feel free to develop their professional competence and skills. Businesses need employees who actually work, even if that’s what they did when they first started their career, while they are now experts, and know-how to help colleagues.
- Focus on body language – Body language is a sign for employers to see a part of a candidate’s ability. Employers should ask implied questions, rather than asking directly. They then looked closely to see if the candidate’s body language matched the answer to make a categorical assessment.
2. How to hunt for talent in the digital age?
An era of constant change requires employers to be fully equipped with the right skills to adapt. In other words, to hunt for “sharks” for businesses, employers should have the following mandatory skills:
- Planning and strategy – The department in charge must have a plan to find, access, and manage information, as well as follow up with candidates to bring them into the recruitment funnel. For example, recruitment personnel needs to provide channels for finding candidates, forms of access (advertising, hiring PR articles for large pages, ..), managing candidate information by ERP management system ensuring all relevant departments are catching up and publicly evaluating the interview process.
- Deeply understand job vacancies – It’s a needle in the haystack if a recruitment specialist can’t understand the job the position is looking for. They also need to understand the variety of work of the departments to understand the required skills, experience, and capacity to “hunt” for “great prey” for the business.
- Brand knowledge – Good recruiters must know how to spread brand awareness to attract talented candidates and increase the competitive advantages compared to the rivals. Therefore, the talent recruitment department should actively convey the corporate culture and working environment on social networking forums such as Facebook, LinkedIn, Websites…
- Data analysis – recruitment professionals must be experts in data analysis, as they have to work with a lot of candidate profiles every day. This skill helps them to immediately eliminate inappropriate resumes, shortening the interview period.
Besides the above skills, recruiting in the digital age poses more challenges, so:
Don’t just passively wait for job applications to be sent back from job posting channels like the traditional way, but you have to actively look for them so as not to be “stolen” by your competitors. Recruiters can attend seminars, or join Facebook and LinkedIn groups to find and approach talent.
Digital era employers must know more about sales & marketing because they need to think of attractive campaigns to attract and convince talents. This is an outstanding point that employers in the technology age must cultivate to effectively “hunt talent”.
Recruitment is now a game of velocity. In addition to building a corporate culture, businesses that meet the above skills will attract talent faster. In addition, the use of comprehensive management systems such as ERP will greatly support the specialized department from storing, evaluating, rebuilding the recruitment process quickly and outstandingly to “hunting talent” as fast as possible.