Technology, while continuing to evolve, plays an important role in the way companies approach research and hiring of talent.
It’s digital all the way
When online job requests began to obtain land in the early 2000s, they were considered supplements to personal interviews and traditional CV. More than a decade and half later, recruitment is almost 100% digital. From the submission of Curriculum Vitae to research and cuanto cuesta un proceso de reclutamiento y seleccion maintenance, the entire job process is now digital and this seems to be the future of the endowment. Experts say that curriculum vitae would be moved by constantly evolving representations of the abilities, skills and individual experiences that exist purely in the digital field. Innovative tools using megadata, social media and other technologies will allow an excellent overview of the capacities of job seekers and could also perform the first screening.
An increasing number of employers use webcams and video interviews for the job process. There has been a strong increase in unidirectional videos where the aspiring on employment record their interviews for a vision later.
Faster and easier application process
Job hunters today are aware of their value and the competitive market. They are looking for opportunities everywhere. If a company takes time to respond or has a difficult application process, it will quickly seek alternative openings.
The acquisition of talents is a market of the seller. For companies,cuanto cuesta un proceso de reclutamiento y seleccion this is how they maximize the candidate’s experience via the job application process. Experts say it is a “cardinal sin” if an organization does not make the recruitment process easier and faster for candidates.
“User mark” a key sales argument
Intelligent candidates assess the value of the brand of a company before applying or accepting a job offer, almost in the field of consumer brand assessment. They will look for the company as cuanto cuesta un proceso de reclutamiento y seleccion much as the latter will seek them.
The future of the endowment would include both active and passive candidates to an equal extent. High about technology, most millennials do not accept concepts inherited from employment. And recruiters must hire Gen-y candidates in a new way.
This is particularly true for “passive candidates”, that is to say that individuals do not seek exactly a job, but are ready to seize new opportunities. While some companies have no shortage of hand candidates as soon as an opening is displayed, it is generally longer for most companies. HR managers today must be much more proactive to find candidates.