When and why to invest in new staffing technologies
With millions of job seekers looking for jobs in today’s economy, it is more critical than ever for employers to pick the most qualified candidate for a position. Some years back, it was easy for organizations to place job adverts on T.Vs, publish in print media, or even put vacancy signs in their storefront window. Honestly, those days are long gone. What then should employers, especially those in the medical industry, do to keep up with the ever-changing times and pick the best candidates?
The recruiting process itself has evolved throughout the past decade. First, employers kept track of potential candidates by storing huge files filled with interview information and resumes. Then, the wave of temp agencies came along. Today, we have web-based staffing platforms, which are more efficient and intuitive, making it easier for employers to hire new employees.
How web-based staffing platforms work
Web-based platforms come in many forms; however, the model is quite simple: help employers discover needed talent in their niche. When employers, especially those in the dental or medical industry, experience a spike in service demand or need professionals with specialized skills, they turn to these platforms to find workers quickly.
Employers place orders for talent, and candidates accept assignments. They (employers) can see in real-time individuals who accepted assignments or invite professionals from past jobs to work for them again. Workers can update their profiles as they gain newfound skills or experience.
The benefits of technology when it comes to recruitment is apparent, perhaps making it appear like a foregone conclusion, that it is the way to go. However, to some job seekers, they may argue that it is “discriminatory.”
There is a line of thought that employers may inadvertently leave out otherwise qualified candidates who do not have good access to the internet or particularly those who are terrified by an online-only recruitment process.
How to get the most out of web-based staffing platforms: Crafting perfect job descriptions
Many job seekers feel that having “complete job descriptions” makes their application process and experience more comfortable. Applicants need to know what their role would entail- the employers’ expectations, values, and goals.
In fact, expectations are critical.
Practices must be candid in their job description in regards to what they want the applicants to achieve, after getting on board. That way, candidates know what exactly to expect from the position, and only individuals truly ready and competent will apply for the job.
Use the following tips to write a perfect job description for web-based staffing platforms:
- Be upfront on what their position will entail. In other words, be task-specific.
- Note the kind of candidate you are looking for – The values, personality, and goals that mirror your office culture.
- Include details on their start and finish date, pay, working hours, potential overtime, etc.
Pro tip: Including a brief statement about what they gain after their experience with your office helps get quality talent onboard!
Additional best practices when hiring via digital platforms
These extra tips can help you weed-out unqualified applicants and zero-in on the best when using online hiring platforms:
- Pay attention to the applicant’s social intelligence. While it can be difficult to critic without the communicative clout of body language, usually, social intelligence is vital with new hires. Even when communicating online platforms, personality matters. Do not always believe that experience is the only critical aspect you should look out for in an applicants’ profile or resume. Be heedful of their communication skills, emotional intelligence, interpersonal skills as you begin your correspondence. Including opinion-based and personality questions is an ideal way of accessing their social intelligence.
- Comb-through their main social media networks. Since the hiring process is conducted online, why not also get acquainted with the applicant’s social media personality? While you may not have the opportunity of meeting them physically before you make the final decision, you can do a peep of who exactly they are by checking out their social media presence. The applicant’s behavior on social networks can be a reliable indicator of whether they reflect your company’s culture.
- Don’t judge a book by its cover. Some job seekers may opt for online staffing platforms because of the anonymity associated with it. Like we have already mentioned, don’t be fascinated by a squeaky-clean resume and imposing sample work. Some information may be tough to authenticate, and committing “resume perjury” is common nowadays.
Capitalizing on digital staffing approaches during the COVID-19 crisis
The future of recruitment as it relates to the Coronavirus pandemic is uncertain, so practices will need to be flexible and change their usual approaches until everything gets back to normal.
It is evident that now is the time to take advantage of automated “touch-free” staffing solutions. Their capabilities can ensure your hiring funnel is firing on all cylinders even during this crisis and beyond.
In other words, digital staffing technologies can drive the remote recruitment process seamlessly, including online assessments, chatbox engagement, and video interviewing.
And even if you don’t wish to risk recruiting until the pandemic is contained, you can still prepare for it. Forge online connections, leverage virtual meetings, and maintain conversations with potential and promising talents for future placements.
The pandemic will finally pass. We cannot confidently say when. However, we do know that hiring doesn’t have to stop for this virus to end. If anything, when this crisis ends, employers will have limited time to recruit candidates and position themselves favorably for the next phase of growth.
