Before you read this, read Part 1 and Part 2 first.

Ultimately, experts explained, job candidates — passive or active — will more than likely have an opinion about a potential employer long before they ever think about applying for a position or engaging in a conversation about a job with a recruiter. A trend that’s emerged in recent years is that job seekers are waiting for a job they think they’re qualified for, rather than applying to multiple similar positions.

E-Recruiting Data Bank 3 May 2014

“They’re following, reading, joining the talent community, sometimes connecting with employees, but they’re not applying to a position that they get hired into on average six months later,” Harty said.

Lending strength to Harty’s claim is a recent survey released in March by Software Advice Inc., a software consulting firm, which shows 48 percent of all job seekers research top prospective employers on Glassdoor before they apply for a job. The survey also shows job seekers look for positive reviews of a company’s benefits and compensation, as well as work-life balance.

This provides a new opportunity for recruiters and the employers they service. By using the immense supply of data generated by the wide range of technologies, an organization can hone the human element of its recruiting strategy to create a deep talent pool.

E-Recruiting Data Bank 4 May 2014

“Every RPO company and recruiter has access to LinkedIn, ZipRecruiter — all those tools,” Owen said. “It’s more about how you use them and partner with your client and hiring manager. Recruiters are expected to be more consultants, more strategic than they were in the past.”

The Future

The recruiting industry continues to integrate technology into its talent acquisition strategies. Industry experts, though, admitted there are some organizations that are lagging in this respect — not because they’re unaware that social media, mobile technologies or CRMs exist, but because many companies still aren’t convinced those tools will add value to their recruiting process.

“What they’re all struggling with is if it’s all really worth it. How do you measure the effectiveness of all those sources?” Harty said.

As the e-recruiting tools continue to advance in speed and become easier to use, experts predict they will become widely adopted.

There are two things that will not change though: the importance of a strong overall employer brand and candidate experience, and the need for highly skilled recruiters who can start a conversation to lure the top talent their clients need.

“Companies that have really strong recruiters who take a consultative approach with their clients’ hiring managers are going to offer a value above and beyond a fantastic slate of candidates,” Owen said.

https://www.workforce.com/articles/20443-e-recruiting-dead-and-alive

Max Mihelich is a Workforce associate editor. Comment below or email editors@workforce.com. Follow Mihelich on Twitter at @WorkforceMax.

Syndeo uses www.syndeojobs.com for e-recruiting.  Contact us today to discuss how you can leverage new technologies to meet our recruiting needs.