Almost all of them experts in Human Resources claim that the recruitment 3.0 is the solution to many current recruitment problems, that this form of recruitment should be the way of choice for large, medium and small companies. But why? What are the main advantages of the so-called 3.0 recruitment? That is the important question we seek to clarify in today's article.
In order to better understand all the organisational, productive and economic advantages of the recruitment 3.0 or mobile recruitment it is necessary to know what this form of contracting consists of. We explain it in a few lines.
The recruitment 3.0 is the third stage of online recruitment, a recruitment based on the use of the Internet to link the future employee with his or her employer. In 3.0 recruitment, the Internet is used to send job offers to job candidates, but be careful, job offers are not only placed on the usual job portals, but are also published on the Internet. on the company's social profiles reaching out directly to social networks Twitter, Facebook, Linkedin, etc., of interested candidates.
As we said before, recruitment 3.0 is the third phase of a new form of talent spotting via the Internet that began in the now distant 90s of the last century. At that time, the companies that were ahead of their time began to publish job offers on the first web pages that were conceived almost like traditional job boards. Thanks to technological advances, this form of recruitment advanced by leaps and bounds, reaching the phase 3 that we now know and enjoy, that recruitment 3.0 in which the candidate for an offer is notified of the vacancy in real time. on your tablet or mobile by the grace of social networks that connect the personal and professional worlds of the inhabitants of the 21st century.
There are many advantages for companies to opt for 3.0 or mobile recruitment, some of the most important of which are as follows:
With 3.0 recruitment, 21st century companies save many of the costs that a talent search process used to generate: hiring space on analogue and digital job boards, dedicating time to pre-selection and selection work, reserving physical spaces for job interviews, etc. By publishing and managing job offers through corporate social networks, the cost of the recruitment process is not eliminated, but it is substantially reduced.
Another notable advantage of mobile recruitment or recruitment 3.0 is the reduction of the time spent by companies for identifying, interviewing and recruiting talent they need to complete their workforce: publication or correction of advertisements, automatic pre-selection of the first batch of CVs, review of profiles, etc.
If you are in the recruitment business, you will surely agree with us that hiring the perfect professional to integrate seamlessly into a company's workforce is the best way to ensure that you have the right people in the right place. happy and consolidated workforce is not as easy as it seems. In this sense, recruitment 3.0 is a great way to tool for the online recruiter, as it can be used as a allows you to “get it right” in your choice, by getting to know the candidate's human and professional profile before dedicating time and effort to a personal interview. How: by browsing the social networks of the candidate who must open their Twitter, Facebook or Instagram account to be able to participate in the mobile recruitment process.
