Knowledge Resources afforded me the wonderful opportunity of presenting at their recent E-Recruitment Conference in Fourways where I was fortunate to have met like-minded industry subject matter specialists and innovative e-recruiters from within the corporate world.
This conference focused on the influences digital, social and mobile development is having on one’s traditional HR talent acquisition teams and how companies need to re-organize themselves to embrace and capitalize on the power of e-recruitment.
The great selection of speakers, in their topics, placed further emphasis on the dire need for recruiters to start fast tracking their approach in attracting, communicating and securing top talent through the power of e-recruitment.
Some of the highlights of this conference were:
• The emphasis and importance on how the role of the recruiter of the 21st century needs to be rewritten with a view to addressing the e-recruitment environment we live it.
• How to engage, excite, educate and invite active and passive talent into your organisation through a compelling e-recruitment advertising, marketing and employer branding strategy.
• The legal implications associated with the incorrect usage of social media, the right of individual’s privacy (and the expanse of the forthcoming POPI Act) and bad misconduct associated with online recruitment.
• The usage of creative mobile and social media strategies in finding top talent, supported by great examples of companies that are conducting social media recruiting successfully.
• The power behind electronic software to enable us to conduct psychometric tests and recruit talent effectively.
It was interesting to network with recruiters, predominantly from corporates, to hear what they were doing in embracing e-recruitment.
Reflecting on the event, whilst I am the first person to agree that we live in the fast paced ever-changing environment of technology and enabled mobility, we are faced with both opportunities and challenges. Artificial intelligence has its place when it comes to repetitive processes but not without human intervention. In my opinion, one cannot remove the human element from your e-recruitment strategy, as they are the ones who will ultimately make the difference, whether it be the successful activation of your online social media recruitment and advertising awareness campaign and/or the enabling of the effective usage of your automated online application system.
I look forward to seeing how the South African landscape of e-recruitment evolves into the future.