How to Balance New and Old Techniques in Recruiting

Gina Deveney
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Recruiting isn’t what it used to be, and with the climate moving in a digital direction, balancing recruiting methods can be tough. Though recruiting is as essential as oxygen in a business environment, the spaces and methods used for recruiting have changed drastically with the popularity of the Internet. In 2014, most job openings are posted to online job boards, and most applications are processed via email and automated filters.

Millennials, defined as individuals born between 1980 and 1999, are in line to replace the baby boomer generation as older professionals begin to retire. In 2014, most companies are recruiting millennials, which can prove tough if the company is stuck in the Stone Age when it comes to recruiting methods. If a company isn’t savvy with the virtual space, how can it effectively utilize new recruiting methods while maintaining traditional quality hiring standards?

While most millennials respond to engagement through social media, most professionals, both young and old, want to see a face behind the company. Engaging younger generations through social media is key in staying up-to-date and relevant in many cultures, but the age-old practice of being personable is still very important in making current and potential employees feel connected to employers.

Tools such as Skype and Google Chat can be convenient ways to conduct less formal interviews, but the practice of bringing potential employees into the office is still a great way to introduce the office space and environment. Environment is everything to a millennial and can make or break interest in working for a company. Sharing these aspects of a company can’t be done through video and audio calls. A mix of tech-savvy techniques such as social media engagement and email with the timeless tactics of in-person interviews and career fairs is just one way of balancing recruiting methods.

Successfully recruiting millennials means branching out from this basic mixture and compromising in other areas. For example, attending college campus career fairs is still a good way to connect with and meet students who may be potential employees in the future. Companies who continue to offer summer internships make relationships with millennials that last and transform into long-term two-way streets that benefit everyone. These classic recruiting methods are still vital to a company’s hiring success.

Finally, while most applicants send applications via email, it’s still very important to follow up with a phone call. Phone calls are one aspect of the business world that hasn’t changed much — and potential employees feel more excited about working with a company that personally reaches out with new opportunities rather than sending an impersonal email.

Mixing new and old recruiting methods doesn’t have to mean completely redesigning human resources. Keeping a company up-to-date in terms of social engagement is key, but following up via a phone call and conducting in-office interviews are still breaths of fresh air in an otherwise virtual business world.

(Image courtesy of Robert S. Donovan at


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