Recruiting and engagement tactics can both benefit from specificity.
What is the new face of recruiting, and how can technology help businesses continue to keep up with it? As much of the customer-facing internet becomes more customized and available, the recruiting process is poised to follow a similar track, adopting new and unique means of reaching out to candidates that bypass traditional conventions.
Max Rosett recently identified such a trend in an article for the Hustle, where he discusses a trick Google is using to test possible tech hires. As he describes it, the company used his search history, filled with computer science, as a basis from which to offer an online series of programming tests. After completing six, he was prompted to submit his information, beginning the more standard recruiting process.
This shows not just a creative approach to finding worthy individuals for an open position, but a remarkably direct one. In a more general sense, this also hints at the way companies are leaning more towards personal reward as a means of engaging and promoting employees. This applies to engagement metrics after a person is hired as well, as Karen Higginbottom writes in a Forbes article.
What is the new face of recruiting, and how can technology help businesses continue to keep up with it?
"We've all seen awesome employees get swallowed up by bad companies or bad bosses, so organizations serious about increasing their performance will begin to focus more on taking action on employee engagement by providing people with tools to connect across functions, catch others in the act of doing things right, and stay aligned to what's most important," her article states, citing information from Steve Parker of Achievers.
An HR consulting business may help companies engineer processes that are no longer engaging the way that they are supposed to. From recruitment to day-to-day functions, HR software should be ready to meet human capital challenges.