THIS MONTH, tED MAGAZINE IS CELEBRATING ITS 2017 30 Under 35 winners. These 30 individuals, considered to be among the best and brightest young members of the electrical industry, will be recognized at a special ceremony during the NAED LEAD Conference in Denver later this month. As I extend my congratulations to those named to the list, as well as to the companies they work for, I can’t help but think of how, not so long ago, these outstanding as- sociates were being recruited. And because recruiting continues to be a big challenge for the industry, I want to look at how we can use technology to up our efforts to attract top talent. Technology isn’t just something we use to do our work and stay connected with friends; it has permeated every aspect of business and is an integral part of a suc- cessful recruitment strategy. Here are a few ways technology plays a vital part in recruitment: • When recruiting moved to a primar- ily online activity, the need to manage data from digital resources arose. Data- driven recruiting saves time and effort in sourcing and screening candidates—but only if the data obtained can be analyzed. Data available through social networks and other digital profiles provide clearer pictures of candidates and can help identify the best people for open positions. • For highly qualified candidates, opportunities are ev- erywhere, and one of the biggest mistake employers can make is not having a fast and easy hiring process. Long, tedious job applications can discourage and disengage potential candidates. With the majority of potential em- ployees now using mobile platforms, it may be time to re- think the application process. A one-click apply button is an attractive alternative, and a timely response is critical. Take too long to respond and candidates will move on to other opportunities. • Job seekers do their homework, making the employ- ment brand a critical deciding factor in attracting top tal- ent. Make sure your company is represented accurately online. Let people know what it’s like to work for your company: Show the company culture, work environment, employee benefits, and employee value proposition. Hav- ing an employment brand that is actively promoted lets potential associates know why they would want to work for you. The more positive exposure a company has across the web, the more talent will come looking for opportunities with it. • There is no denying the popularity and reach of social media as more peo- ple use these platforms as a place to engage, network, and look for new op- portunities. Using this outlet as a way to source new candidates has become the new norm. In fact, according to the Society for Human Resource Manage- ment, 84% of companies recruit through social media. As employers, we need to learn how to use social media so we are in the same space as potential candidates. We need to keep in mind that recruiting begins with the job posting; the trick is getting people engaged before reaching out to them to make contact. It is critical that we move past what the traditional résumé has to offer and begin to take advantage of the new technological tools and resources available that will help us stay ahead of the curve and make the process more effi- cient, direct, and friendlier for job applicants. ; Dungan is executive chairman of Springfield Electric Supply, Springfield, Ill. Reach him at firstname.lastname@example.org.
USE TECH TO
FIND TALENT by Daniel Dungan
We need to keep in mind that recruiting begins with the job posting; the trick is getting them engaged before reaching out to them to make contact.
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