Within the digital practices, on what basis the recruitment?

in #busy2 years ago

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The birth of the Internet and its extension have fundamentally changed HR services recruitment practices. The web has become the number one media for recruitment. Beyond these facts, the question remains: what are the digital channels most favorable hiring?

When social networks do not keep their promise

linkedin-viadeoThe network, whatever its form, has always served as the job search. In the digital era, it became natural to manage its network with the digital tool, in particular via so-called professional social networks like LinkedIn and Viadeo.

The true impact of social networks on hiring, however respondents. Indeed, we hear constantly of the importance of social networking in the job search. But in fact, this channel is not used by recruiters. A study by RegionsJob shows that only 33% of candidates have already been contacted via a social network, and only 13% of them have been recruited.

While job boards * and cooptation remain the main sources of employment, social networks are still very limited in terms of sourcing **. This channel represents less than 10% of new hires and is therefore considered inefficient in the finalization of a recruitment.

Social networks in the service of the employer brand

Social networks seem to offer more opportunities to companies and candidates. Indeed, companies are leveraging this channel to restore their web presence. This is what we call the employer brand. By enabling organizations to manage their online reputation, social networks are a great communication tool to attract the best candidates. Employer brand appears as a new area of ​​development for business and is at the heart of HR marketing.

While social networks are now playing the role of marketing tool for a company's image, it remains to be contacted more than we do recruit on this media.

The birth of innovative recruitment practices

As part of a global employer brand strategy, some companies have engaged in reinventing the test of maintenance to attract and recruit young talent. This is particularly the case Lbi Digitas, a digital agency based in Paris.

On the occasion of recruiting a trainee as Community Manager, the agency has initiated an original recruitment operation dubbed #TheTwitterBattle. The principle is simple. The candidates, selected beforehand on more traditional criteria (motivation letter + CV), take hold of the Twitter account of the agency for a period of 140 minutes. Each participant has a limited number of tweets but has carte blanche on published content. Whoever will be shown the most commitment will be taken into internship at the agency. The main advantage of such a recruitment operation is that it allows to discover the candidate in his working environment and test its real skills in action.

If such recruitment operations come to popularize, it will be in the interest of candidates to learn new skills and to appropriate new tools to gain expertise rather than spend hours tweaking their different profiles social networks.

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