Technology is powering the future of talent acquisition. The long and laborious recruitment process has been simplified and made economically viable by digitisation. It's the best way to accelerate processes and maximise talent attraction efficiency.
The field of talent attraction has never been static, but the pandemic and the influx of a new generation into the workforce have made it more dynamic than ever. While changes in the labour market should encourage employers, attracting today's talent necessitates rethinking tired old strategies.
A Talo survey found that today's younger generations have very different perspectives on employment, which means that businesses must pinpoint what appeals to them. This article will illustrate how changing generations and technological advancements have made attracting talent more exciting than ever.
Digital content is important because it captures a brand's target audience's attention and demonstrates that employers can provide value to prospective employees. Something that Gen Z has in common with older generations is that their smartphone is their preferred device. According to the inploi Candidate and Jobseeker Survey, this is true for 80% of 16-20-year-olds and 57% of those over 60. Making mobile-friendly content that individuals can engage with is therefore critical for companies looking to attract new talent.
Employers must create engaging content about their brand that piques the interest of potential candidates while also speaking directly to the issues that future talent wants to see addressed, such as diversity and inclusion, training, and industry-specific issues. The more engaging the content, the better the chances of organisations attracting the next generation of workers.
Social media assists businesses in developing their personal employer brand. It also helps brands reach a larger talent pool by making them more visible to prospective candidates—even if they aren't actively looking for work. However, social media can also be used during the application process. Because so many people use their phones as their primary browsing device, it makes sense to reach out to them in a mobile-friendly format for applications. This signifies that application websites must be mobile-friendly, but it may also be beneficial the make use of social media for applications.
TikTok has launched a pilot program that allows candidates to submit job applications directly through the platform, and Snapchat has implemented similar features. Even if employers aren't willing to go to these lengths, ensuring that their application page is accessible through their social media platforms guarantees that they can retain the talent they've attracted and move them smoothly through the candidate journey.
Employers use text recruiting as a valuable automated messaging tool to engage candidates. Candidates may not always be able to check emails or return phone calls, but responding to text messages is much simpler. Furthermore, the current generation of workers is more accustomed to communicating via text message than previous generations. Automated Chatbots are ideal for conversing with the future workforce conversationally and clearly.
While 75% of millennials avoid phone calls because they are too time-consuming, there is another reason they dislike talking on the phone. According to a recent survey, 81% of millennials experience anxiety before taking a phone call. Millennials had to adjust to technology in their early years, but Generation Z has had nearly universal access to smartphones and prefers to communicate via text. This means that interacting with them via this channel can help to alleviate some of the stress associated with recruiting.
Businesses gain access to a diverse range of viewpoints and perspectives by hiring professionals from a variety of backgrounds at all levels of seniority. Companies with a diverse workforce outperform firms with a less diverse workforce. According to a McKinsey report, companies that are more diverse and inclusive outperform their competitors by 35%. Finding talent from under-represented groups can help an employer's bottom line and create a diverse community of employees, which can foster a sense of community and engagement, ultimately improving morale and preserving the workforce.
According to studies, today's younger generation expects the company where they work to demonstrate diversity, even during the interview or hiring process. And for good reason: Generation Z is the most diverse generation in history. Brands should reach out to a diverse range of potential workers during their attraction process to ensure that they are not missing out on any talent and demonstrate to potential workers that they have made a tangible effort to diversify their workforce.
When new innovative recruiting technologies can improve efficiency and effectiveness, it is critical to embrace them. This industry's technologies will continue to evolve. The face of recruitment is changing, from social media to chatbots. As your organisation adopts new technologies, consider how they can best be integrated with one another. This will enable better analytics and more in-depth insights into the recruitment process.
Are you ready to attract an exciting new generation of talent? If you want to do all you can to supercharge your talent attraction, then your business should be looking at inploi’s Attract module. We’ll let you reach the future of your workforce wherever they are, with comprehensive exposure across multiple platforms and millions of potential job seekers, all with one connection.
We reach audiences across traditional job sites such as inploi, and social media like Instagram and Tiktok, to ensure that younger job seekers can be targeted. And don’t just take it from us, our partners range from FTSE100 organisations with hiring needs across the globe, to bigger seasonal hospitality providers. If you’d like to learn more about inploi Attract, check it out here. And for more news about the modern world of work, be sure to keep up with the inploi resource page, where articles are posted weekly.