In addition to job boards on the Internet, social networks are increasingly used as a talent search tool. The recruitment via social networks allows reaching people who are not in the online job sites, especially because they are not interested in changing jobs. To do this, companies first use professional networks such as XING or LinkedIn, but Facebook or Twitter also make it possible to find employees. Determining the right channel depends a lot on the industry and the type of vacancy. You need to know how to become a registered iso of Wells Fargo in this case.
Recruitment via Social Networks
Recruitment via social networks, however, uses another area of HR: image maintenance. Social networks not only enable marketing measures for consumers, but also maintain the employer brand through a social media strategy. This makes the company more attractive to potential new employees.
More and more, online behavior, and therefore the way of looking for a job, is being transposed to tablets and smartphones: mobile recruitment thus becomes more and more frequent. It starts with optimizing your own website for mobile use and ends with company-specific applications, which can be used to manage all communication with candidates. The advantage is that you always have your smartphone with you and that you can react quickly (from both sides). In addition, if we use a push service with the help of a corresponding application also offering employment and social media platforms, this allows interested people to be informed even if they are not particularly looking for news.
However, the company’s website remains unquestionably the primary tool for job vacancies. Large companies, in particular, have a “Career” section for them on their website. This can even go as far as creating an online platform specific to the company to handle all of the management of applications. Other companies have not installed such a complete system, but are working with application management software.
Application Management Software
A software-based application management system mainly simplifies the task of the HR department in organizing the entire process in an efficient and relevant way. However, it should also improve the experience of interested persons (called the candidate experience) during the application phase. In the best case, such software presents each of the stages of application management: from the publication of the job offer to the personnel file which once again links the application management system to the other systems of the HR department.
Posting and Managing Job Vacancies Can Be Laborious
When posting the ad across different channels in order to have the greatest impact. This task is taken care of by good e-recruitment software: using the software, you create the offer and publish it in a few clicks on the various job portals, your website, and your career page and by E-mail. Ideally, visitors are redirected from these channels to an application window. Candidates can enter their data there, upload their documents and, in some cases, link their candidate profile to an account on other platforms such as LinkedIn.
Some Software Is Also Able To Perform A CV Parsing (Or CV Extraction).
Each candidate has their own CV, with a personal layout and most of the time saved in PDF format. In order to be able to work as efficiently as possible as a recruiter in an HR department, however, it is preferable to specify a single format using an input mask.