When most job-seekers think of recruiting technology, they envision programs like Glassdoor and LinkedIn. While these are great resources for those looking for work, headhunters can leverage a wide variety of tools to find the best talent available. For more information about how head hunters use technology to find top talent, see this article.
1. How do headhunters use technology to find top talent?
A headhunter is someone who finds, evaluates, and recruits candidates for executive level jobs. In order to find top talent, headhunters use a variety of different technologies to search for candidates and evaluate them. The number one technology used by headhunters is the internet. They use search engines like Google to find information about potential candidates.
They also assess candidates’ resumes, cover letters, and other documents to determine whether candidates are a good fit for the company. To say headhunters are efficient is an understatement. They review hundreds of resumes and submit thousands of applications on a daily basis. While they’re able to do this faster than traditional recruiters, algorithms aren’t perfect.
In the past few months, recruiters have noticed an increase in ‘poorly formatted’ resumes. This is especially true for candidates who are looking for executive level roles. But there could be a more serious problem affecting hiring managers. In 2018 and 2019, recruiters say they received over 100 resumes a day from job-seekers who were struggling to format their resumes correctly.
2. What are some of the most effective technologies for headhunters?
Some of the most effective technologies for headhunters are LinkedIn, Twitter and Facebook. LinkedIn is a great way to find out who the best candidates are for your job and to learn about them professionally. Twitter and Facebook can be great to learn about candidates personally so you can see if you have any things in common with them.
3. What is the role of social media in recruiting today?
Campaign Monitor’s Headhunters currently have a digital report template that you can use to format and run your social media presented to job-seekers.
If you are looking to run your original content, this Digital Report template will help you do so.
When planning your virtual events, try to find flash mob opportunities. A flash mob is similar to a chat room meeting where people gather remotely to join a live event organized by the event moderator. If you use tools like recruiting software, Hootsuite or Tweetdeck, you can create such an opportunity.
Using our template, you can add a flash mob mission and submit it for consideration.
To create your campaign, click the Create button and assume the role of a recruiter.
Scheduling flash mobs at your company can benefit not only your marketing team, but also future job candidates
This is because companies that schedule flash mobs gain access to talented and qualified candidates who might otherwise not apply or would otherwise be underrepresented at their workplace.
You will need your company’s email address to create your flash mob invitation.
4. How can you leverage technology to find a job quicker than your competition?
Use social media to your advantage. Use Linkedin’s job board and job search widget to post on popular job boards, build your network of job seekers, and find job opportunities more quickly. Available tools for LinkedIn include Job Alerts to monitor job searches, explore to discover jobs. LinkedIn also offers sites like Hire and Job Range where you can post your job search and find job opportunities.
Track the metrics that matter. Use a comprehensive job search tool like Employer Favourites to create a visual dashboard of your job search within your company, as well as see the performance of your existing job posting and job seekers in your network.
Potential recruiting software challenges associated with hiring technology: Hardware privacy concerns. Lack of awareness, skill, and desire to find unique, ergonomic hiring solutions. Challenges in recruiting technology due to legal mandates.
Closing the hiring gap for the 21st century is a monumental challenge. However, the innovative approach of using technology to flexibly and quickly respond to shifting hiring needs signals a renewed commitment to modernizing the recruiting industry for the 21st century.