Digital marketing recruitment

Digital marketing recruitment: what it is and why you need this service

Finding talent is one of the most important processes in organizations and technology has helped optimize it. One example is a digital marketing headhunter. This famous term refers to the use of online marketing and technologies such as artificial intelligence to attract the talent that each company seeks. Digital Recruitment uses tools such as Inbound Marketing, CRM analysis or ATS, among others, to seduce the candidates that companies need. And you might be wondering why digital optimization of selection processes is so important. Well, mainly because candidates are or are looking for offers in the online world. In turn, selection processes have changed because employee interests have been transformed. Today professionals are looking for organizations with purpose and greater work flexibility. In this way, companies have the challenge of falling in love and seducing the profiles they are looking for through digital recruitment strategies, something that with the help of experts will always offer a better result. At TalentFY we specialize in recruiting digital profiles and we know that it is not easy to make the decision to optimize the selection processes. For this reason, we will tell you what the benefits are when using the services of Digital Marketing Recruitment. . Benefits of Digital Marketing Recruitment The benefits depend on how detailed your Digital Marketing Recruitment plan is, yet there are 3 benefits to note: Improve the Employer Branding Digital recruitment is a great tool to build and strengthen your ideal employer branding brand. For example, by having to prepare a content plan that makes your brand visible in the digital world, you’ll improve brand presence. In turn, within the contents that you can share, it is recommended to communicate the way in which the corporate culture is lived in your company, since this helps to consolidate the corporate image. Remember that the main basis of employer branding is honesty, for that reason it is a job that must be developed from within the company to the outside. In this way, digital recruitment will help you be an organization where everyone wants to work. Greater scope for quality Although through social networks and job portals your job offer can be seen by thousands of people, the important thing is not the number, but segmentation. With Digital Marketing Recruitment, your job offer will reach the audience you really need, so you can get profiles that are closer to your organization’s needs. For this the artificial intelligence gives us a number of tools that allow us to connect with thecandidate persona. From TalentFY, for example, our platform and its AI, choose the 3 best recruiters specialists in each position, thus ensuring that we find the ideal talent in up to 10 days. Time saving Selection processes take time, and when it comes to specialized profiles such as those in the digital sector, it can take much longer to find the right person. This frustrating situation is solved by digital recruitment, which in a matter of weeks manages to find the ideal professionals for each of the vacancies. The precision of digital intelligence for certain tests of knowledge or attitudes, makes candidates really fit positions, reducing the margin of error when hiring a new employee. Using technology and online marketing techniques saves time before, during and after the selection process. This is how Digital Marketing Recruitment, a service we offer at TalentFY, manages to connect large professional profiles with excellent companies in a short time. Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

Halo effect Horn effect How to prevent them from affecting your recruitment

Halo and Horn Effect in Human Resources

The Halo and Horn effects are cognitive biases with which we prejudge a person with a positive or negative approach without knowing it. These terms are not new, the American psychologist Edward Thorndike introduced them in the article “A Constant Error in Psychological Ratings” in 1920, to explain how a first image in front of a person can change. how we perceive it and how we judge it, thus confirming that human beings are not objective. In this blog we will tell you what these terms refer to in the Human Resources area and how to manage them so that they do not affect your selection process. It refers to the bias with which we judge a person positively, thus affecting our perception of him/her and conditioning his/her actions to the field of the positive. This can be seen in the phases of the selection process, for example, in the interviews. There, recruiters are likely to be swayed by this effect if they do not remain partial to the applicant’s good image. Thus, some of the problems that the Halo effect can bring to the selection process are: Lack of process credibility Wrong candidate selection Impediment to recognize the candidate’s skills to be strengthened Difficulty in giving good feedback, there is always something that can be improved. In turn, in the corporate culture, the Halo effect can translate into favoritism that leads to team frustration and a poor perception of management. Horn Effect in Human Resources Contrary to the Halo effect, when we talk about the Horn effect we attribute negative judgments about a person without really knowing him or her. It’s that typical phrase ‘I don’t know why, but I don’t like this person’. This effect is also very damaging to the selection process and at the same time becomes a challenge for the HR team, given the possibility of misjudging a good candidate. Some of the main problems that this effect can cause are: Lose a good candidate Lack of professionalism in providing feedback to unsuccessful candidates Affect the image of the organization. How to avoid Halo and Horn effects affecting recruiting? 1. Prioritizes neutrality For this you should be aware that we can all be victims of the Halo and Horn effects, so you should ask whether the impression you have of the candidate is neutral or whether it is biased by your own prejudices. This is not a simple exercise because we must do a work of self-analysis and reflection, but it is necessary for the process to be impartial. The key is not to get carried away by emotions, question our judgment and always think about being impartial. 2. Prepare for interviews It is vital that our interviews are structured according to what we need to know about the candidate. In this way we will have a clear idea of what to rate and under what parameters, reducing the risk of making wrong value judgments. We always say that the first impression is the one that counts, and while it is relevant, it is not everything. Therefore, we must be careful not to be misled by false impressions that distort our assessment. Here are 4 steps that can help you conduct an interview as objectively as possible. Be very clear about the skills required for the job. Classify these skills according to the level of importance Devise an interview that analyzes the past performance of candidates in the face of challenges they will find again in the new position. Create a scoring system to then objectively compare candidates At the end of the process and with the data on the table, we will be able to provide our criteria and experience to decide which is the best candidate. 3. Get a second opinion When selecting a candidate it is always best to involve more than one person. In this way we will have more than one trial when evaluating applicants and choosing a candidate. It is important that the other person is also clear that we require an impartial opinion that favors the objectivity of the selection process. Bonus: Non verbal communication Knowing how to read the candidate’s non-verbal language will help you to know him better and understand his emotions at the time of the interview. If you want to know how to do it, we recommend you read our article Nonverbal language: What types there are and how to analyze them in an interview. In short, these effects confirm that people are not objective. We will always have biases on different topics, so it is important to recognize them in order to set them aside and avoid biases in a recruitment process for new talent. This, along with a good preparation of the selection process will make your evaluation much more neutral. Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

What is a Job Jumper

What is a Job Jumper?

Surely you are not familiar with the concept Job Jumper, and if you have heard it you may not know its definition well. Job Jumpers are people who do not expect to stay in a job for long (less than 3 years). In today’s article we talk about the concept of liquid modernity and we present the basic characteristics of the profiles called Job Jumpers. Liquid modernity This change in the perception of work by society was already announced by Zygmunt Bauman in his book Liquid Modernity. According to the author the philosophy of life, values and what is considered ethical and moral has changed radically in recent years, because of the great political and social changes that have taken place since the second half of the twentieth century. In liquid life society is based on individualism and has become temporary and unstable, lacking solid aspects. Everything we have is changeable and with expiration date, compared to the fixed structures of the past. This aspect is very visible if we compare the generation of the Baby Boom with the Millenials. The Baby Boomers generation was characterized by its values of stability and work for life; instead, the new generation wants to jump from company to company with the aim of accumulating experiences and growing personally. Right now, for Millennials there is no so-called “work of our life”. Jobs are changing and the current market needs renovations within companies every few years. In addition, workers are increasingly being asked for more volatility and working capacity in different areas. For many employers this is not good news. Hiring an employee is a high investment of time and resources until the employee becomes fully productive and independent. Suppose the employee stays for one to two years, this is too short a period of time to make up for the expenses. Let’s get to know the Job Jumpers better! They build relationships very quickly and adapt easily to new environments They have skills and knowledge that can benefit the company, thanks to having accumulated numerous experiences. They want to be continually challenged as professionals. They are usually extroverts with a wide network of contacts. They want to boost personal growth, and seek fulfillment in their working life rather than financial security. As you can see, the Job Jumpers and the Generation Y are changing the concept of work. So what other solution do companies have to adapt to these changes? Don’t worry! In our next post ‘How to adapt to Job Jumpers?’ we will give you tips so that your HR team knows how to act in front of this new generation. Have you renewed your recruitment strategy? Did you know the concept of Job Jumper?