04 Mar What’s In and Out of Talent Recruitment
If you as a global mobility manager think that you’ve mastered the art of surfing the digital recruitment landscape, think again. Those same tools and resources that have made you successful are evolving, and what worked a couple of years ago may be obsolete by today. The market — your market of new young international hires — is also constantly growing, and their tastes, inclinations, and behaviors are likewise shifting.
According to Jobiak, here are three ways how technology is changing the rules of the game in talent acquisition, and how you can keep up:
Google Jobs in, job boards may be out:
We all know this by now — the millennial market wants everything fast, immediate, and if possible, done yesterday. They cut through online red tape, and skip unnecessary long text. They want lighting-speed searches, whether they are on the receiving or discovery end. Just take a look at how the online dating game has leaped from profile-driven sites like Match to the speedier, more visual, get-a-date-in-a-minute Tinder.
If job boards like Monster don’t watch out, they just might lose their audience to the next challenger the same way as Match.
Google Jobs, the latest brainchild from the tech giant in Silicon Valley, has disrupted online employment by cutting the path clear for busy, job-hopping millennials. As described by 69 News, it compiles in real-time job posts from job sites (like Monster and its competitors), online newspapers, and the career sections of company sites and makes them searchable in its unbeatable search engine, Google. All seven million jobs (and rising) in the United States are now contained in the Google Jobs database.
The attraction to jobseekers and assignees is undeniable. Instead of clicking from one job board to another, or browsing through the sites of several organizations, all your assignee has to do is type the job they are looking for and their preferred location on the Google search engine, and click.
Text-based recruitment can top email contact
Global mobility managers can take a page from the campaign plan of universities and colleges who are the primary source of the new millennial workforce. As reported by Crain’s Cleveland Business, today’s tech-savvy young adults do not want to skim through dozens (if not hundreds) of the emails that fill their inbox.
Send an email and it can get lost in that very long pile of unread messages. But if you want to reach them ASAP, text or good old-fashioned SMS is the best way to do it. Text messages can be short, sweet, concise, but attention-grabbing. Most important, if your assignees like what you are saying, they can respond right away.
Don’t let the robots do all the talking
Now here’s the interesting part and challenge for global mobility managers. Google jobs and SMS might light up your prospective assignee’s interest, but it’s your human presence that can seal the deal.
The more chat bots and other communication-driven automation are flooding our screens, the more candidates are propelled to seek out a human face who can empathize with and relate to them, and bring them closer to their dreams. That happens to be you — which means your own personal messaging, communication skills, and levels of empathy have to be sharp and above standard.
Technology can bring your assignees closer to the talent acquisition stream, but it is your human touch that will ultimately inspire them to take on the job. Keeping them in the pipeline and sustaining their interest can still be done through tools such as social media, the internet, and the digital ecosystem. But staying connected with these foreign workers needs to be constant, and communication that informs them about future jobs and new relocation should become easier, exciting, and more attractive.