Acquiring talents is a strategic responsibility of HR. As the world rapidly evolves towards digitalization, the way companies approach their recruitment needs to change as well. The Internet has quickly become one of the main recruitment tools used to actively seek out and recruit talented candidates for an organization. According to LinkedIn Recruitment statistics, 60% of candidates use online job boards, 56% professional networks, and 50% word of mouth.
By creating an online job post, HR ensures that a job position is seen by a larger and more relevant audience than traditional media. This is confirmed by feedback received during our recent webinar on “Embracing HR Digitalisation in the new normal”., Indeed, using technology to publicise job listings is not only a popular way to reach relevant applicants, but it is also a very cost-effective way to recruit and hire than some methods used in the past.
Currently, the most common recruitment channels for HR to communicate recruitment messages and to hire new employees are as follows.
- Social media
According to the latest statistics, close to half of the world’s population (almost 3.6 billion people all around the world) use social media to connect with each other. LinkedIn and Facebook (premier social media recruiting platforms) have over 800 million and 3 billion active users respectively.
Social media recruitment helps HR professionals connect with relevant candidates and save time and money on hiring. According to a 2021 study by CareerArc, 92% of employers said they use social networks to find talent. A recent poll result from the TaMIS Webinar gave an indication that more and more local organizations in Mauritius are considering social media as part of their recruitment strategy.
- Job Boards
Job boards are one of the most common channels for digital recruitment. They are online sites where recruitment agencies and private companies post their adverts for open job positions. myjob.mu is Mauritius’s number one recruitment website, with more than 350,000 visits. Over 3,000 companies across 35 different sectors have been using myjob.mu since their introduction in 2007.
Advertising on recruitment websites has a potentially wide reach at a low cost. Job seekers can use Google to find specific types of jobs at a range of the most popular recruitment websites. It is therefore advisable for HR professionals to post their job listings on more than one job board for maximum visibility.
- Corporate Website/Company Career Page
A corporate website with a careers section is a very cost-effective means of recruitment. A company career page, which forms part of a company’s website leverages on its brand image to engage with candidates and invite them to apply on their website. Employer Brand Statistics from LinkedIn show that 75 % of job seekers consider an employer’s brand before even applying for a job.According to the feedback received from our participants during the TaMIS HR webinar, corporate website is their most preferred option for posting job adverts.
Funneling These Channels into a Single HR Platform
The challenge for HR normally lies in consolidating responses from multiple channels. The TaMIS HR Recruitment tool allows recruiters to import data from applications received from job boards, social media, and career pages, and they are consolidated directly in the system. The screening and selection process, as well as interviews, are triggered and captured into the HR solution; applicants who are not retained are automatically notified by the system.
Feel free to contact us for further information.
Sources:
- https://www.jobvite.com/wp-content/uploads/2022/01/Jobvite-2022-Recruiting-Trends-1.pdf
- https://www.benefitnews.com/news/how-social-media-has-changed-the-workforce-and-what-it-means-for-business
- https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ultimate-list-of-employer-brand-stats.pdf
- https://webwriterspotlight.com/rise-of-social-recruiting-top-trends-to-watch
