SHL Joins Expert Panel on the Future of Online Recruiting at Onrec Expo 2006

Online assessment expert, Teresa Fearis from SHL, world leader in workplace assessment, discusses the future of online recruiting with an expert discussion panel at the Online Recruitment Expo in Chicago, Illinois, September 12. Companies recruiting today need to continually adapt to meet the needs of the next generation of job seekers who are online and far more engaged in the hiring process than ever before.

Companies recruiting today need to continually adapt to meet the needs of the next generation of job seekers who are online and far more engaged in the hiring process than ever before. Online recruiting is very much becoming a two-way communication between company and applicant, not just a transaction. These basic observations formed the foundation of much of the panel discussion moderated by Hank Stringer, a prominent talent industry speaker, with speakers from Arbita, ZoomInfo.com, Careerbuilder.com, Dot Jobs, as well as SHL.

Panelists shared insights from varying perspectives on adding value to the online recruitment process, and all agreed the increase in overall online usageó estimated at 15-20% annual growthóhas led to increased online job searching, sourcing, recruiting and screening. With more happening online than ever before, the future of online recruitment is booming and will continue to advance as companies deliver new solutions to stay ahead of consumer usage and demand.

Branding is a clear value-add for companies recruiting onlineó enabling them to make an impact earlier in the process through corporate career sites and screening tools that reflect their culture and values. Branding is also more relevant now for job seekers as they create digital personal brands, both actively in their own web sites and passively in their blogs and participation in personal networking sites. Branding, therefore, impacts online recruitment and talent management from both perspectives. Companies need to pay careful attention to how they are portraying themselves online to ensure they are attracting candidates that will fit and succeed in their culture. And, individuals should be aware that recruiters are looking for candidates through blogs and networking sites and that their online presence can impact their careeróeven when they are not actively looking for a new
job.

Teresa Fearis of SHL addressed ways that companies can best position themselves to successfully recruit top talent in this changing environment. More than just looking at recruitment as a transaction, companies need to find ways to tap into technology to best attract and utilize talent that will fit with their corporate goals.

Teresa explains, ìIn setting up their recruitment workflow system, todayís top companies recognize the need to assess the skills and interests of job seekers and keep them engaged throughout the process. SHL assessments integrate seamlessly with these systems, carry the full branding of the organization, and help companies quickly identify those candidates that should move into the selection process.î According to Fearis, ìTop candidates are impressed with the ease and sophistication of this type of online application and have come to expect it. They are more successfully recruited by companies that can efficiently match them with jobs and move them through the recruitment process.î

In looking to future models of recruitment, Teresa advises that companies can be well-served in replacing, or looking deeper than, the traditional resume with broader assessments on a personís skills, work styles and motivators. Fearis elaborates, ìIn matching peopleís work styles with a companyís culture, organizations can better hire the talent they need, and use data collected in the selection process to start developing people immediately to keep them engaged and advance their career. By looking at potential rather than experience, organizations can empower their external applicants and existing employees to achieve success in roles they may not have ever considered.î

The panel acknowledged that gaps remain between where online recruitment is today and where it wants be. As technology advances it will continue to help bridge gaps that exist in systems and process. Teresa Fearis addresses a real concern that exists in online recruitingó that of cheating or falsifying identity in the application and online testing process.

Teresa describes SHL solutions to address these concerns. ìOur Occupational Personality Questionnaire (OPQ) is designed to catch answers that seem to be inconsistent, or chosen because the candidate thinks they are the desired response. Further, our most recent product introduction, SHL Verifyô offers enhanced data security to ensure that online ability testing is secure, including randomized test questions so that no two candidates ever receive the same test, as well as a short re-test in person to verify a candidateís ability. With job seekers getting savvier, SHL remains committed to ensuring that our products continue to get smarter and stay one step ahead.î