Well, from LinkedIn recommendations, infographic-CVs, QR Codes as Business cards, MeVies, video interviews and Social media job ads, the Recruitment industry is evolving within digital marketing.
There are even several sites that will help you to build a dynamic, digital and stand-out-from-the-crowd CV or video. Some recruitment agencies specialised in marketing won’t even look at your CV unless you attach a link with your video presentation. The world is changing and the Millennials are happy, comfortable and excited about it! What better time to show your future employer your skills at posting, editing and blogging than from the very beginning?
In general, all sectors are including digital tools when recruiting. According to Video Interviewing Market Trends 2013, 38% of companies had used some form of video in the hiring process (that number jumped to 42% for senior executives, management and entry level job functions in 2011). Moreover, the use of video interviewing has risen 49% since 2011 with a staggering 6 out of 10 HR managers using it.
According to Matt Alder, Digital Social and Mobile Strategist at MetaShift, 63% of candidates have searched for a job and 48% had applied for a job on their mobile.
simplyhired.co.uk carried out a survey in August 2013 and found that Mobile users not only click on 60% more job postings, but also they spend 27% longer looking at those jobs, 25% longer on the site and view 25% more jobs.
Also, 40% of mobile candidates abandon non-mobile application forms and surprisingly the quality of mobile applications is actually higher with a larger proportion making it through to interview.
Some examples that show the importance of mobile traffic for job sites are:
• Jobsite’s traffic is 10% from mobile
• Indeed’s mobile device traffic has more than doubled over the past year and a third of its searches are coming via mobile
• Simply Hired reported 30% of its job search traffic came from mobile devices and it expects this number to rise to 50% by the end of 2015.
The main areas in this field are social advertising, social job distribution, referrals, communities and brand reputation. Although is not extensively used, a study carried out by the Institute for Employment Studies found out that 45% of HR decision makers said they were already using social media tools in recruitment.
A clear example of how social media can leverage recruitment is UPS, which made 14,000 trackable hires using their social media channels.
Last but not least, we have Search with an outstanding 37,200,000 monthly searches in Google and search partners for the term “Jobs”, 12,100 for “digital marketing job” and 49,500 for “social media jobs”. What more can you say?!
This statistic is so striking that some scholars in the US have suggested using an internet job search indicator (Google Index, GI) to predict the US unemployment rate.
So what’s next?
What else could we expect to influence the recruitment landscape? Here are some ideas:
• Wearable technology like Google Glass: alerting you of new jobs when you are next to them and making application by just saying “OK glass, apply for the job”
• Pay-per-appointment model for Search ads: with the recruiter paying only when a person is actually appointed from the jobs board
What do you think? How do you see tech and digital tools changing the tech-shy world of recruitment?