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.
To better understand all the organisational, productive, and economic advantages that 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 bring the future employee together with their employer. In recruitment 3.0, the internet is used to get job offers to candidates for the position, but be careful, job offers are not just placed on the usual job portals, but are published on the company's social profiles reaching out directly to social networks Twitter, Facebook, Linkedin, etc., of interested candidates.
As we were saying earlier, recruitment 3.0 is the third phase of a new form of Talent sourcing via the internet that began in the now distant 1990s of the last century. Back then, the most forward-thinking companies were starting to post job openings on the first websites conceived almost as 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, to that recruitment 3.0 in which the candidate for an offer is notified of the vacancy in real time. on their tablet or their 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 recruitment 3.0 or mobile recruitment; some of the most important are:
With Recruitment 3.0, 21st-century companies save themselves many of the costs that a talent search process previously generated: renting space on analogue and digital job boards, dedicating work time to pre-screening and selection, booking 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 of the notable advantages of mobile recruiting or recruiting 3.0 is the reduction in time spent by companies to identifying, interviewing and recruiting talent what do you need to complete your template: posting or correcting job ads, automatically pre-screening the first batch of CVs, reviewing profiles, etc.
If you're involved in recruitment, you'll surely agree with us that hiring the perfect professional who integrates seamlessly into a happy and consolidated workforce it's not as easy as it looks. In this regard, recruitment 3.0 is a great tool for the online recruiter, as it can be used as a allows you to “get it right” with your choice, delving into the human and professional profile of the candidate before dedicating time and effort to a personal interview. How? By browsing the social media of that candidate who must open their Twitter, Facebook, or Instagram to be able to participate in the mobile recruitment process.
