Finding the right candidate is a process where so many factors need to be considered. From the right source to the right credentials, everything needs to be in line with what the company requires. Earlier, people could enter a company, drop in their resume, and then wait for a call. However, with the advent of the internet, digital staffing has become the way forward.
Staffers are now able to use sophisticated recruiting techniques which include gaining access to digital databases of candidates and their work history, among other things. They will be able to match the right candidate within a matter of minutes or hours, going to show the success rate of these techniques.
While staffers generally use the terms of recruiting and staffing interchangeably, staffing is a larger process involving the acquisition, employment, development as well as the retention of people within an organization. Recruitment deals with looking for employees and encouraging them to apply for positions. In a way, recruiting is a subset of staffing and not the other way around.
Employers will be able to recruit online easier as it narrows their possibilities. Their advertisements could reach up to a million people if done right and chances of them hiring the right person increase exponentially, either through first or second-hand connections.
1 in 6 seekers also credits social media with helping them get a better job as well. Staffing case studies in the last few years have highlighted the importance of having an online presence to recruit talent.
Staffers still operate with certain biases in the physical sphere and it is easier to create and implement good methods offline, where subjectivity and creative methods can’t be eliminated. Digital staffing also captures many hours of online behavior and unlike stocks, human behavior is the best way to judge a person.
Digital staffing also requires a keen eye on the long-term because recruiters need to know if the person can adapt to the culture of a company and develop into a viable solution for them. However, staffing agencies are viewed as a resource for both temporary and permanent positions.
Analytics in staffing…
If you look at most of the staffing case studies, a sizable number uses analytics to be more efficient with staffing. Big data is the way forward and asking the right questions will help you get in touch with the right candidate in no time. It is getting quicker, easier, and cheaper to generate this data.
Combining people’s multiple profiles is the next step and this is happening as well. From their buying habits and other behavioral tendencies, you will be able to understand the kind of buyer they are and recruiters can identify potential hires using these.
The alternate route for candidates is harder and requires a lot more investment of time. You need to update the CV, complete applications, live offline, and depend purely on phone calls for a potential offer. Recruiters won’t be able to find any information on you online and this can also be a dealbreaker.
Digital reputation matters…
Investing a decent amount of time on a good digital reputation is important because the only thing worse than not having a profile is an undesirable one. Your chances are inversely related to how much you disclose on social media. Further, companies believe that maintaining a strong digital presence is mandatory to show you have a good understanding of the current affairs.
Machine learning techniques will soon find its way into recruiting systems, making it simpler to break down the proficiency of a candidate to a recruiter. You will receive hyper-personalized job offers that can make it easier to apply without having to wonder about the credibility or the authenticity of these applications.
To conclude…
Companies can hire recruiters who will get people that will work towards their common goal of increasing business and innovating. Staffing matches a client’s labor needs with the candidates who are qualified and possess the required experience and skill.
Staffing agencies are present in every industry almost, with an endless number of workers possessing different skills. It may provide anyone from everyday laborers in the manufacturing unit to service workers in the food industry to even managerial and executive personnel for larger corporations.
