5 recruitment and selection techniques in the era of Digital HR
Digital HR for recruiting talent in all areas is already a reality in small, medium and large companies. This is one of the consequences - very positive, by the way - of the advancement of Digital HR practices, as it streamlines numerous processes and reconfigures the work of the human capital responsible for this sector.
Do you want to know more about this topic? Clicksign has prepared a complete content on the topic to explain to you how this digital selection style works, its benefits and some techniques you can apply to your business. Be sure to also check out our post about Design Thinking and innovation in solving business problems!
After all, what is digital recruitment?
Digital recruitment is nothing more than the practice of using technological devices to get new employees for a vacancy that is open in the company. These tools can be used to publicize the position, reach a larger audience, select potential candidates and evaluate them, and even close the hiring of those people.
There is not just one digital resource that covers all these functions, but you can use them together to achieve the desired result. Thus, it is much simpler and uncomplicated to carry out this process that could wear down your entire employee management team.
What are the benefits of adhering to these practices in your company?
There are many significant advantages for businesses that subscribe to the option of recruiting online. It's no wonder that this method is used even by large corporations which are references for so many managers. Are you curious about what those benefits are? We have listed the main ones!
- greater efficiency in the Human Resources sector: some of the tools that Digital HR uses for recruitment end up covering demands that would be made manually by the sector, causing an increase in the speed of execution of the activity;
- modernization of processes and reduction of bottlenecks: a company that aims to grow and stand out in the market needs to keep up to date in all possible areas, which helps to find solutions to problems that hinder the work of some employees;
- reduction of hiring costs: It costs a lot for a company to have to let one or more employees demand many hours for talent discovery, curriculum selection, and other demands that are optimized by technology. The new tools reduce these expenses by replacing human capital in time-consuming and boring tasks;
- increased chances of finding qualified professionals: digital means of selecting employees allow more people to become aware of the vacancy, increasing the chances of finding someone qualified for the sector that has an open vacancy. In addition, with the forms of remote work, it is also possible to count on talent from other locations, which was not possible before;
- easy to create a resume bank: by eliminating printed resumes, it is easier to organize all applications and store profiles interested in joining the company. It saves time for the HR team and space that would be allocated to piles of paper that would only end up getting in the way;
- be able to get to know the candidates better: Are there some personality tests that can be carried out online and that give the recruiter a better idea of the candidate's type of profile, identifying traits that perhaps even the person has not yet observed in himself.
See also our full post about Digital HR and its benefits for business!
How does this digital HR practice work?
In theory, this technique works very simply: the team of Back Office when identifying the need to fill a new vacancy in the company, include this announcement on the platform and await registrations. However, when we start to practice, we see that there are many other details involved in the process.
Know how to use each tool, understand how to select candidates in this system and what new aspects to observe since you will no longer be face to face with those who wish to join the team. Even so, We promise you that adhering to this working method for recruitment and selection is not a seven-headed animal. There are some strategies that make it easier for HR to adapt to this new possibility!
Discover the strategies to get started in the world of digital recruitment
Empowering employees in the HR sector is a company's first concern. They will be the ones who will create the parameters that will approve or not a candidate to be part of the team, so it is important that they are familiar with the tools.
The second strategy is prioritize digital recruitment sites and platforms that are mobile-friendly, that is, that they can be used easily from cell phones. This detail seems unnecessary, but when we stop to think about the percentage of people who search for vacancies through these mobile devices, we see that care is necessary not to exclude a part of the candidates that could be of great interest to the company.
Checking on social networks is also a great way to learn more about the candidate, since the contact with him at that time will not be as great as it would be in a traditional selection. There are even platforms designed exclusively for this purpose, such as LinkedIn.
The fourth strategy is to create more filters for this process, such as carrying out a test that proves the necessary aptitude to perform the activity for which it will be intended. It's not that you can't develop that talent within your business and empower you to perform even better in the position, but It is important to know if the candidate has the minimum aptitude for the service who submitted your resume.
5 recruitment and digital selection techniques for your business
Now that we have talked about what it is, how it works and what are the strategies to implement the digital recruitment option in your company, there is nothing better than telling you the techniques and tools that can be used in this process. Find out what they are!
1. Curriculum screening platform
The main way to use technological tools to recruit new employees is to register the vacancy on a curriculum screening platform. In them it is possible to place the requirements for the vacancy, describe the functions, the expected skills, and much more. Thus, all participants in this community will be able to find that chance, increasing the chances of finding a candidate to join the team.
The best thing of all is that HR will not have to keep filtering out which people do not have a profile for the vacancy and which ones meet the required requirements. The most current platforms no longer allow the option to register for resumes that do not meet the requirements imposed by the company.
2. Artificial intelligence tools
This technique is used by large corporations and presents excellent results for the digital selection of candidates. There are artificial intelligence, such as chatbots, which can be used for initial interviews or for Apply form questions that would normally be a collaborator's activities of the company.
Obviously, this option does not replace the human capital involved in the process, but it streamlines the collection of basic information that would take a long time from your human resources team.
3. Behavioral analysis devices
We mentioned personality and behavior tests earlier, and they are one of the main techniques for the digital back office to evaluate people trying to fill a vacancy. There are websites and apps that accomplish this task, eliminating the need for a professional to ask the same questions.
Thus, this technique saves time for the HR sector, which is only responsible for evaluating the results and leaves this team available to carry out other priority activities.
4. Online tests
Remote work is a reality that only increases every day. This possibility helps a company that seeks a more diversified team, a reduction in physical space expenses and the modernization of processes. For this to be effective, having online testing devices is the best way to offer a chance to people from different regions.
This test also helps filter out people who have the basic skills needed for the position. Or, if it's a Group test performed during a dynamic video call, makes it possible to evaluate the performance of these candidates before the public.
5. Use of automations
In the digital back office context, there are a variety of automations that can be used. For example, there are those that only fulfill HR functions such as point management, benefit maintenance, among other activities. Others, optimize the signing of documents and contracts in the virtual environment, ensuring information security and the legal validity of the certification.
Opting for these automations will save time and effort both for the team directly responsible for filling new vacancies and for the rest of the employees who can also benefit from this modernization. And we must not forget, of course, the candidates who can have their hiring done without having to leave home for that.
We hope it will be simpler to start updating recruitment processes after discovering all this information about digital HR. Count on the Clicksign blog to always get the best business tips. See also our post about Industry 5.0 and discover more about the advancement of technology for other sectors!
