Are We Really Changing the Way We Recruit... by Vanesa Rodriguez
By user769227 on Jan 30, 2009
I read an article yesterday on the use of video games for recruitment, which made me think how companies are changing the way they recruit to attract, engage and identify Millenials. Can we also use Web 2.0 technologies to assess candidates for a role?
According to this HR blogger, this might be the next step in this transformation of recruiting. And therefore, this could affect not only the way we spot millenials but also the way we select them.
Recent research from Pew Internet & American Life Project found that “virtually all American teens play computer, console, or cell phone games and...the gaming experience is rich and varied, with a significant amount of social interaction and potential for civic engagement."
Nowadays, companies are launching new blogs, and making their webpages more attractive to millenials, (you can visit www.careertours.com, where companies publish videos jobs), but are companies doing their selection process more interactive? Virtual career fairs are getting limited results not to mention the empty virtual world Second life, where many companies were established with no success. Is it worthy then to invest in an interactive model to assess candidates?
The HR blog wonders “What if instead of the process being a one-way street (candidates search for information about employers, employers try to figure candidates out), it was a two-way simultaneous sharing of information?”
What if companies use their technology to give candidates more information about them and at the same time, testing their analytical/technical skills? Does it make any sense to you or is it just an absurd idea?
What do you think? Can we utilise Web 2.0 technologies to assess candidates for a role, or is this technology better suited to the attraction/identification and search for candidates. Your thoughts are welcomed!!!
The author of this article has been with the Oracle EMEA Recruitment Team for the past year and can be contacted at email@example.com