Digital Recruitment And Acquisition

How to build a digital recruitment strategy, Pitfalls to avoid in digital recruitment, KPls for digital recruitment etc

What you'll learn
fully digital recruitment and selection process
Five essential digital recruitment tools for human resource teams
Key performance indicators for successful digital recruitment campaign
Steps to gain competitive advantage through recruitment
Ways to create a value for money recruitment strategy
Tips for launching digital recruitment strategy
Pitfalls to avoid in digital recruitment
How to build a digital recruitment strategy
Five ways to boost employee engagement through techology
Ways to use technology to increase employee retention
Strategies to help employees adapt to new technology in the work place
Requirements
No requirement
Description
The impact of technology is aiding the recruitment process and also help in the effective and efficient running of business to ensure success, in the nutshell, digital recruitment is when you use technology and online world to source, attract, analyze, and ultimately hire candidates for your vacancies. There is always a great difference between digital recruitment and regular recruitment. Digital recruitment add a couple of tweaks, it takes your recruitment strategy from good to great, adding an extra layer of development in the technological world, which include job board targeting remote talent, job description with specific skills for virtual employees, interview accommodation such as Skype and online tests, technology adjustment for the entire team.Digital recruitment has done so many good to both the employer and potential employees, employers can reap the benefits of a virtual workforce such as increase in worker productivity, decrease in absenteeism, less burnout and, therefore turnover, higher company morale, lower office cost and, therefore, less impact on the environment, wider talent pools and better employer branding. Getting perfect remote candidate is very important, remote employees will look different than on -site ones. Examples of things to look for during digital recruitment are self - discipline, results-based tasks, less need supervision and micro-management, great written communication skills, Tech setup and knowledge, flexibility in schedule and thinking and time management. Building a strong social media presence is very important in getting the right potential employees to recruit for the best candidate.

Overview

Section 1: Introduction

Lecture 1 Introduction

Lecture 2 What is digital recruitment

Lecture 3 Advantages of digital recruitment over traditional recruitment

Section 2: Fully Digital Recruitment And Selection Process

Lecture 4 Sourcing

Lecture 5 Attracting

Lecture 6 Selecting

Lecture 7 Hiring

Lecture 8 Onboarding

Section 3: Launching Digital Recruitment Strategy Tips

Lecture 9 Extend your reach with mobile

Lecture 10 Improve candidate experience

Lecture 11 Create messaging that matters

Section 4: Essential Digital Recruitment Tools For HR Teams

Lecture 12 Chatbot

Lecture 13 Applicant trucking system

Lecture 14 Artificial intelligence

Lecture 15 Social media

Lecture 16 Psychometric tests

Section 5: How To Build A Digital Recruitment Strategy

Lecture 17 Consistent content production

Lecture 18 Build a strong social presence

Lecture 19 Use digital tools to enhance the candidate experience

Lecture 20 Focus on your company marketing as a recruiter

Section 6: Pitfalls To Avoid In Digital Recruitment

Lecture 21 Failing to align your digital recruitment strategy with company strategy

Lecture 22 Investing in the wrong digital recruitment tools

Lecture 23 Failing to gather feedback on your digital recruitment process

Lecture 24 Neglecting the candidate experience

Lecture 25 Losing the human touch when automating digital recruitment

Lecture 26 Neglecting to train the team in digital recruitment software

Lecture 27 Breaking with your brand

Lecture 28 Failing to track and act upon hiring data

Lecture 29 Not using a skills assessment to rank candidates

Lecture 30 Being inflexible

Section 7: Ways To Create A Value For Money Recruitment Strategy

Lecture 31 Assess your recruitment cost

Lecture 32 Build a suitable pre-screening mechanism

Lecture 33 Reduce time to hire

Lecture 34 Hire smart the first round

Lecture 35 Pursue innovation solutions

Section 8: Key Performance Indicators For Successful Digital Recruitment Campaign

Lecture 36 Click

Lecture 37 Click through rate

Lecture 38 Cost per click

Lecture 39 Conversion rate

Section 9: Steps To Gain Competitive Advantage Through Recruitment

Lecture 40 Define your employer value proposition

Lecture 41 Switch to agile recruiting

Lecture 42 Use job interviews to elicit enthusiasm

Lecture 43 Diversify your work force

Lecture 44 Find candidate through your network

Section 10: Three Strategies Are Key To Cultivating technology talent

Lecture 45 Do not overlook people within your own organization who could make a switch

Lecture 46 Have the confidence to make bolder hiring decisions

Lecture 47 Train to retain

Section 11: Five Ways To Boost Employees Engagement Through Technology

Lecture 48 The use of performance management tools

Lecture 49 The ability to collaborate between department

Lecture 50 The use of technology based work group

Lecture 51 Employee training and education

Lecture 52 Social engagement within the work place

Section 12: Ways To Use Technology To Increase Employee Retention

Lecture 53 Gathering as much information as possible

Lecture 54 Effective performance appraisal

Lecture 55 Allowing remote work

Lecture 56 More streamline work flows

Section 13: Strategies To Help Employees Adapt To New technology In The Work Place

Lecture 57 Ask employees for their input

Lecture 58 Communicate the benefits

Lecture 59 Recruit tech - savvy volunteers

Lecture 60 Provide adequate training

Lecture 61 Use guide learning

Lecture 62 Let employee learn on their own

Lecture 63 Give employees a reason to use it

Lecture 64 Celebrate success

Recruiters, hiring professionals, CEO, directors, HR consultants, employees, employment agencies, businessmen, self employed, online HR teams, students, everybody etc