In the past few years, the tech recruitment landscape has been bringing relevant changes in the HR industry such as artificial intelligence (AI) and the active presence of the internet and social media. Both of which have given major effects in hiring volume, as it is set to increase across the globe.
With that, job seekers are taking a different path in finding the right job and career for them. In fact, 79% of job seekers are more likely to do their job search using social media. This, then, can be a contributing factor that drove HR to step up their game and use social media and other technological advancements with recruitment as well.
Social recruiting enables HR professionals to engage with employees on a more personal and human level. However, only 33% of employers in 15 global markets are engaging their employees in social media platforms. One long-term effect of this is that such positive atmosphere in the workplace converts to an impeccable overall performance for the company—greatly affecting your workplace culture.
It all boils down to how HR professionals take advantage of social media and various advancements to reap its benefits. As the industry is moving forward, you should too.
It’s about time you assess your existing recruitment process and make necessary improvements so that your team can focus more on people and less on tasks. Take a look at these important takeaways on global trends statistics that could help your business in this recruitment infographic from ThisWay Global. If your goal is to retain best talents in the company, better focus on these figures and align them well with your strategies and take your recruitment process to the next level.
About the Author
With an eye for detail and attitude towards excellence, Edward Page has proven himself to be ThisWay Global’s guide in recruitment technology. As a Business Development head, he leads a team to keep on pushing the envelope when it comes to using technology for recruitment—a hiring process that focuses on diversity and less on the bias.