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Digital Age and Recruitment in Healthcare Sector


´╗┐Earlier we used to have traditional job boards but recently with the booming advent of technology, recruitment processes have developed beyond these boards. There are career based websites and online presence of recruitment companies, which are replacing newspapers and providing a kind of outreach programs to approach candidates on behalf of companies.

Earlier we used to have traditional job boards but recently with the booming advent of technology, hiring and recruitment processes have developed beyond these boards. Currently there are systems being used in companies which provide with organised and systematic way to meet the demands of aggressive hiring, hordes of resumes received and mass scale hiring. There are career based websites and online presence of recruitment companies, which are replacing newspapers and providing a kind of outreach programs to approach candidates on behalf of companies.

And increasingly it is being seen that as the technology is continuously evolving, it is progressively playing an important role in the methods being employed by companies to deal with search of talent and recruiting the right candidate. Let us look at the altered perceptions and expectations of the employers and employees with the development in recruitment technology.

1. Technology has raised the expectations and now applicants are looking for an application process, which is easy and fast. The applicants in the present day are very well aware of the opportunities available, and the value of their own candidature and the competition. With this awareness, it is imperative that the right online medium is available to them which make it easier for them to look at the vacancies, apply in a fast and easy manner or else they will move on.

2. Companies are quickly realizing that the key selling point of any job is the employment brand. Candidates are now assessing companies before they apply for a vacancy with the brand and conduct thorough research online. Thus making online medium a strong tool for branding. Among the various online job hunting sources for applicants like job portals, recruiting companies websites even companies own websites. Online medium helps in building a perception on the brand experience, organisational culture and provides help with recruitment process with job descriptions, online application process and such.

3. With digital technology, data analytics are getting more sophisticated and digital profiles, social networking sites and other digital mediums now provide for availability of a wider talent recruitment pool. Previously, companies had a tough time, sorting through profiles and data available but with the availability of high quality analytics program companies are using the technology to make strategic recruitment decisions and help business with the candidate data. And this candidate talent pool and information is increasingly being categorised in quality data treatment to help business with finding the right fit for the role. For example, the cloud based hiring tool are giving the recruiters freedom to conveniently and efficiently search, assess and segregate the most talented candidates. Also recruitment consultants are making use of 360 degree integrated view of the right candidates and innovative filtering techniques to get the right person for the top jobs.

Thus the best recruitment technology, makes the use of digital systems available, and segregates a potential group for the role by eliminating the applicants who do not match with the criteria. A faster and efficient system only means that the companies need to make more active initiatives to find the right candidate and using digital technology to make the best decision in isolating candidates with skill and ability for the job.

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