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The competition to find and hire talented people is greater than ever before. Sourcing and attracting them to your organization is not as it used to be. A few years ago, it was an “employer’s market” and potential candidates would line up to be hired by applying via an online job board or even sending a paper application. Companies with larger recruiting budgets had the best chance of securing the top talent – with little effort needed since there was a large pool of talented candidates for relatively few open positions.
These days, however, even the biggest companies might not get their first-choice candidates due to the competition – and this competition is coming from all angles. Slow hiring and little candidate communication means a company risks losing top talent and adds immediate costs to the business. So, what has changed? One answer stands out: Digital Recruiting.
While the talent shortage is very real, digital recruiting has changed the game. It’s not the company with the largest recruiting budget that always has the advantage. Smaller companies with smaller budgets can now use digital recruiting to highlight the benefits of their company to attract great people. Displaying your company’s culture, its engaging environment, and even its attractive office space is easier with platforms like social media. Potential candidates highly value a collaborative, communicative hiring process as well.
Recruiting and retaining people is a top concern for most companies. Digital recruitment is mostly responsible for this as it is easy for online recruiters to find a candidate’s online profile, match the necessary skills for the position, and then quickly message the candidate to chat about a new opportunity. Current recruiters use a blend of social platforms like LinkedIn and HR software that work simultaneously to seek out ideal candidates.
So what does this mean? Now companies of all sizes can use digital recruiting to attract top talent, be successful with branding, and highlight their company culture. LinkedIn recently released a survey explaining why digital recruiting works so well. It reported that 70% of the global workforce is comprised of passive talent – people that have jobs and are not looking for new jobs, but 87% of them are open to new job opportunities. Digital recruiting taps into this large pool of potential candidates.
Now that almost all businesses use digital recruiting to find their next employee, it is important to be on top of replying to inquiries. If not, a competitor can easily swoop in and snap up candidates. As long as companies keep this in mind, digital recruitment can be a major benefit to their hiring process.
Digital recruitment condenses the time from job opening to placement and allows companies and job seekers alike to focus on finding the right fit. Keep in mind that recruiting still requires a team dedicated to developing relationships, connecting with prospects, and demonstrating industry knowledge. However, it is the marriage of digital and human recruitment that brings satisfied employers and employees together.
Focus on providing content that engages and informs.
Pay close attention to the types of content you offer to followers of your website, career sites, and social media. Tweets, posts, and articles should reflect your company’s culture. In order to reach the widest possible audience, mix things up with a blend of images, short videos, surveys, and so on that engage job candidates and keep them coming back for more.
Highlight your brand on multiple platforms.
It’s important to remember that prospective candidates come to your business from a wide array of online sources. Putting together a remarkable company profile on LinkedIn is an essential first step, but your brand should also develop a presence and following on other social media platforms. Maintaining a consistent message across platforms is important. This way, your brand and messaging are familiar wherever job seekers encounter them.
Incorporate data into your recruiting efforts
The same “big data” technology used to attract new customers can be applied to your recruiting efforts. Look into high-quality recruitment analytics programs that gather key data such as: Typical candidate online behavior, job website visits, job description searches, favorite social media platforms, profile updates on LinkedIn, Facebook, etc. A quality Applicant Tracking System (ATS) can help tremendously with this task.
Make the online job application process quick and easy to complete.
If you successfully interest a prospective candidate, don’t make the mistake of putting obstacles in the way of completing your online job applications. A variety of technology options should be considered, from dedicated candidate job portals to employee referral networks—anything that leverages integrated platforms to ease the application process. Additionally, this will impress job seekers looking for companies proficient in digital technology.
Capitalizing on these digital recruiting strategies will broaden the range and scope of potential candidates and speed up the hiring process as well.
With the right technology, your organization can achieve digital recruiting success. Microsoft Dynamics 365 for Talent enables modern, unified, and intelligent experiences around employee attraction, engagement, development, and retention. Interested in learning more? Check out our webinar on how to streamline your hiring and onboarding with Dynamics 365 for Talent.
You can also request a demo, and the experts at PowerObjects will be happy to deliver!
Happy Dynamics 365’ing!
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