The selection of staff for vacant positions in companies is called recruiting. This is a very important direction of management since there is such an issue in modern enterprises as searching for the perfect employee. Sometimes candidates are not suitable, therefore, the search for specialists is delayed and prevents the company from functioning. To avoid such difficulties, managers hire staff selection specialists and implement additional assistants like the AI recruiting tools.
There are traditional ways and methods of recruiting that have proven their effectiveness long ago and have not ceased to be useful for business. Also, advanced tools appear every day because of progress in the field of digital and information technologies. In this article, you will learn about traditional and modern approaches to recruitment and choose the most suitable for you.
Recruitment yesterday and today: the main methods
Traditional recruitment methods represent reliable and not the most new ways of finding and hiring employees. These methods remain relevant in the labor market despite digital progress:
- Recruitment agencies. There is a proven way, such as appealing to professional recruiters who select suitable candidates based on the employer’s requirements. This is particularly relevant for the recruitment of highly qualified professionals and managers.
- Internal recruitment. The search for candidates among current employees of the company allows the promotion of talented employees to higher positions. They already know the corporate culture and will certainly not fail their leadership.
- Using professional and personal connections to recruit new employees often results in hiring candidates who better meet the company’s expectations. This approach is most common in small organizations where the management is familiar with the employees.
However, times are changing and managers can think about original, unconventional, and new channels of candidate engagement. Now, we can check out some modern and effective recruiting methods.
Gamification
Most often, that is the use of a virtual tour. Applicants who wish to visit a company can choose an office and time for visiting. Next, they can get an online ticket for the virtual tour. During the tour, candidates can view offices and talk to real employees of the particular company.
Social media
Online platforms have become key tools for finding professionals. They allow employers to browse candidate profiles, post vacancies, and even chat with applicants. Moreover, social networks can be an excellent platform for promoting the brands of companies through targeted advertising.
Artificial intelligence technologies
Modern applicant tracking systems and AI-based tools help managers automate the recruitment process. They are already able to analyze the candidates’ resumes and profiles and screen out those who do not meet the requirements of the vacancy. Also, chatbots have become a powerful tool. Recruiters use them to communicate with candidates, provide job information, and answer frequently asked questions.
Conclusion
Traditional recruitment methods continue to be relevant through their reliability. They are particularly effective for recruitment to key and support positions. However, many companies combine them with modern tools such as digital or online recruiting. This helps managers increase the speed of hiring and reach a wider audience of talented candidates. Perhaps the balance between traditional and innovative methods will always be the basis of the most effective strategy for the best specialist engagement.