5 Innovative Recruiting Methods for African Recruiters

As we’ve already noted, technology is advancing at such a speed that it’s hard to imagine what the world would be like without it. New software, gadgets and applications are being developed every day in every field imaginable, including the Human Resources¬† sector. This progress is becoming more and more integrated every day and therefore allows companies to evolve more easily.

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Let’s take a look at 5 recruitment methods that have been widely used and appreciated over the last decade.

  • Video Interviewing

This is one of the most widely used methods in the recruitment process. Very simple and easy to use, the video interview has been adopted by many companies. A study, with over 500 responses from HR managers, shows that 6 out of 10 companies conduct video interviews with their applicants. This shows how much African recruiters can adopt this form of interviewing and integrate it into their system.

  • Blockchain

We are in an era where data is crucial for any business to progress. Not content with revolutionizing the financial sector. The blockchain completely changes the management of data with a transparent, secure and above all error-free system. With such a system at their disposal, companies can verify the reliability of the information and background of each candidate. Thus, Blockchain allows African recruiting departments to automate a large part of the process.

  • Recruiting via Mobile

Mobile is a very simple recruitment method involving only mobile devices such as smartphones or tablets. It is a strategy that maximizes the number of applicants and therefore the chances of finding the right candidate. However, this is not only a one-way street. Indeed, applicants are also using it more and more. Figures tell us that 45% of the applicants are looking for a job using their smartphones. In short, mobile recruiting is using the influence of mobile gadgets to maximize applications and thus the chances for African recruiters to find the right recruit.

  • Social Networks

Social networks represent a significant territory, especially as the number of users continues to grow. The numbers speak for themselves. The presence of recruiters on LinkedIn is estimated at 87% against 55% on Facebook and 54% on Twitter. Recruiting on social media is real since 51% of companies make offers and recruit on social networks. In contrast to recruiters, statistics show that 48% of potential candidates found their last job on social media. In this way, African recruiters can be more efficient and precise in their choices by identifying, thanks to different tools, not only the skills of an applicant, but also determine if the candidate in question can be in harmony with the company’s culture.

  • Artificial Intelligence

Since Artificial Intelligence (AI) is included in almost everything these days, from personal assistants to smartphones and other gadgets, it’s only natural to use it to recruit. It becomes easier, when resumes are processed by artificial intelligence, to make a selection of candidates that could really interest the recruiter. This sorting is then automatic and reduces considerably the manual activities and increases the possibilities of matching to find the best recruit. Experts even go as far as to think that AI can revolutionize the recruiter’s job and increase his or her capabilities and efficiency. This technology can easily be adopted by African recruiters willing to do so, provided they have enough data.