As a recruiter, you might not think of yourself as a web or IT expert. You may be an expert at sourcing and hiring them, but traditionally the field has been dominated by those who thrive on relationships. And while you might not be an IT powerhouse, my guess is you’ve mastered the ropes of online communication. Put those web navigation skills to work as you embrace these three web trends that will absolutely impact your hiring strategy through the remainder of 2016.

1. The Internet of Things

 

The Internet of Things movement has grown by 30 percent in the last year with 6.4 billion “things” currently connected, according to research by Gartner. Some experts predict that number to skyrocket to 21 billion in the next 4 years. Don’t know what the Internet of Things is? You’re probably already using it. It includes that Nest device that controls your heating and cooling. That FitBit you wear? Internet of Things. That high-tech console in your car that can provide turn by turn directions, or perhaps even drive for you? Internet of things.

What’s the problem with “things” connected to the Internet? They are pretty easy to hack. That means the demand for cybersecurity talent continues to grow. Particularly those very in-demand cloud designers and engineers. (Because where does the Internet of Things live? The cloud.)

While some have speculated all of these Internet-driven things will make the personal touch of recruiting disappear, I disagree. But, I do think it makes communication more immediate. Wearable devices mean instant communication – or at least instant awareness of your messages. And that leads us directly to web trend two.

2. Constant Contact

Blame text messaging, blame push notification, blame the Internet in general – the younger your candidate, the more communication they’ll expect (not to be generation biased).  Long form email messages have given way to shorter, more text like notifications – even in online recruiting forums like the Cleared Network. Response is a good thing – recruiters have always struggled to get a great response rate from qualified candidates. But the feedback loop through the hiring process has certainly gotten more immediate and informal. Candidates are increasingly willing to give out their cell phone numbers, and may be much more responsive via text than voicemail (is now an okay time to admit I usually only check my messages once a week?)

The other web trend that relates here is push notifications. I’m a self proclaimed push notifications addict. My home hub (Internet of Things, people!) notifies me when my fire detectors need batteries, when my doors open, and a host of other things. I also get push notifications from a variety of apps (and opt out of many others). What are push notifications all about? Timing, relevance and emotion are the hallmarks of successful push messages, notes Andrea Anderheggen, Shopgate founder and mobile commerce expert.

That is a great takeaway for recruiters. You might not be able to make push notifications a part of your hiring strategy today (or be able to get candidates to bounce onto the idea of opting in), but timing, relevance and emotion should be the cornerstone of all of your messaging. Constant contact becomes less important when it’s timely, relevant, and elicits an emotional response from a candidate. That’s why referral programs are so effective.

3. ‘Authenticy’ vs. Perfection

I blame SnapChat for this. If Instagram was the place where you showcased your best self, with filters, proper angles, and only when holding a perfect latte or wine glass carefully tipped, SnapChat is the place where you go to make yourself puke rainbows. Seriously. Do I think you need a SnapChat account with puking rainbows or fire breathing photos in order to attract talent? No. But do I think your company needs a web footprint where candidates can find more information about you? Absolutely.

I hate the term ‘authenticity.’ It’s personal bias, but I think it’s a loaded term if I’ve ever heard one. But when it comes to attracting talent on the move, powered by the Internet of Things and glued to a smartphone, you need more than your corporate website to sell the story. How can you make your recruiting program more authentic? Provide links to outside sources on your career profiles. The Cleared Network allows you to link your company page, Twitter, Facebook, and other social media accounts directly to your profile. That’s a great start. Assume candidates are looking for multiple points of entry for more information about your company.

Also, involve outside staff in the hiring process. As a recruiter, you’re considered a biased witness as to how awesome your company is. When attending a networking event, consider bringing along a team member or leader within the organization who can speak to what it’s like to work there. Empower these people as brand ambassadors so the next time they’re at a developer event or gaming meet-up, they feel comfortable linking potential hires with you (referral programs can be a great way to do this). Understand that your company isn’t perfect – but that it’s still an awesome place to work.

The most important thing to understand about all of these web trends is that they still all boil down to effective communication. The mechanisms and mediums may have changed, but the mindset that makes them effective (great recruiting that solves people’s problems), is exactly the same.

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Lindy Kyzer is the director of content at ClearanceJobs.com. Have a conference, tip, or story idea to share? Email lindy.kyzer@clearancejobs.com. Interested in writing for ClearanceJobs.com? Learn more here.. @LindyKyzer