Talent surfing

How useful is the internet as a recruitment tool?

Sivakumar Sankar

HR Head, Tata Consultancy Services, APAC

 The trend of increased online recruitment for entry to mid-level positions is not surprising as it mirrors the pervasiveness of technology in the corporate world.

While there are still a variety of traditional recruitment solutions available to HR teams, there is a growing trend towards using internet-based search functions to identify, screen and engage potential employees. This is because the online medium allows for greater reach and impact in a shorter time period.

Traditionally, referrals and networking tended to be the most effective tools for sourcing quality candidates. This is still true today; with the difference being that more and more of these referrals are coming through online communities such as LinkedIn where you can not only get details on a candidate’s profile but also immediately do a reference check on the individual.

It is also worth noting that the internet plays a dual role, benefiting both employees and employers as corporate reputation can now be viewed online and websites and online information are often the first view prospective candidates get of a company.

 

 

Rob Clements

Head of Recruitment & Resourcing – Asia, Europe & America, ANZ

The web is a vital sourcing and marketing channel for ANZ in Singapore and across Asia. As internet infrastructure strengthens in emerging markets Web usage is maturing and we’re actively promoting this channel. We’re building out our sourcing capability across the region to make the most of the increasing use of the web for candidate attraction and management.

Our Careers Portal is a core attraction platform for our expansion across Asia, helping to educate and promote ANZ’s employment value proposition to potential candidates. We also use locally relevant internet job boards across our various locations in Asia.

With the increase of online social networking, more people are able to quickly voice their opinions and shape perceptions of employers. ANZ currently uses LinkedIn and we are also exploring how best we can utilise other new and emerging channels to share important messages about ANZ’s growth strategy and employment brand across the region; all this to attract the right talent into the organisation.

 

 

Peter Hope

Director, Leadership & Talent, Asia Pacific, Aviva Asia

I believe the web is a “door-opener” and a “connector”. Using social networking sites such as LinkedIn allows you to search, background check and “hone in” on networks and people whom you think could be a fit for the types of roles you are hiring for.

Information on the web also helps recruiters join the dots more quickly by finding the “super connectors” – those people with extensive networks of friends, colleagues and acquaintances – which opens the universe of potential talent even more widely.

The web also helps create “transactional warming” – a low risk, efficient way of reaching out to multiple people who may be passive in the job market but could be excellent matches. Often email introductions and communications are more likely to be read and responded to (or at least connections willingly made) than a telephone call.

Finally, the web is a convenient way – especially for mass recruitment efforts – to create a focal site, inviting people to register their interest or apply for roles. Ultimately, all these activities are still funnelled down to good old fashioned face-to-face meetings and selections.

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