Companies must have the best personnel on board. That’s why companies these days use all kinds of tools to hire. One of them is hiring through social recruiting tools. Now how can a company get candidates through such tools?

• Build the right company profile to draw applicants: 

HR elearning is quite important for this kind of recruitment.

For example, Linkedin can help you in hiring but it requires an investment. So, you have to convince the team members why such kind of investment is necessary. Linkedin is used to get the right kind of people for your company. Once you put up a job on the company’s profile page it is visible to a lot of people, those who don’t even follow you.

If you avail of Linkedin’s premium plan, then you can send job description emails to candidates who have premium membership on this portal. It’s better to include keywords in your job description so that candidates can be attracted to your job.

But, you cant post more than a free job on the LinkedIn page, otherwise you have to make payments for the premium membership. Once you have decided on hiring a candidate the next step is to do some background checks. Such software is also available in the market. But all this is a costly process and the company should be willing to invest in HR elearning so that resources are used judiciously.

You would be surprised to know that there is even software available in the market to manage the salaries of employees apart from the attendance management software. 

• Create a database of applicants: 

Sometimes, you need HR to sift the resumes. It’s because the resumes received through social recruiting may not be the best fit for a job. But in the end, you can build a resume database so that you can use it to extract resources for future openings. You can filter the applications through keywords and know which resource is best for the job. Although a telephonic round of interviews can be conducted for such screening, it can take a lot of time, hence filtering resumes based on keywords is the best option.

Sometimes, hiring through job portals is a waste of time because they charge money for giving the contact details of applicants.

So, someone who has applied for a job is of no use when you can’t contact him/her. Also, some candidates may not be actively seeking a job, so when you contact them, you find out that they have left their last company a long time back.

Hence, Social recruiting which is fast and practical is the answer: 

Moreover, the rest of the workers at the office feel demotivated because they have to do some extra work per day. So, instead of a cumbersome hiring process, it’s better to hire someone through social recruiting because they can attract candidates easily through hashtags in the job profile. They also help you hire somebody through the use of artificial intelligence and sieve through applicants through filters.

The most amazing part about hiring through social platforms is that you can reach out to many applicants, particularly those who live abroad. This is not possible through a job portal. In the times of lockdown finding, finding candidates for remote work is simpler through social recruiting.

What are the courses you can sign HR for?

You might want to signup the HR resources of your company for MOOC. But these courses can be quite generic, and may not help HR with the latest state laws.

There can also be problems when HR wants a scenario-based elearning course because it can teach them about situations like how to handle irascible employees.

So, depending on the needs of your company you have to choose the course. if the HR of the company needs some software training, then MOOCs are a good option because they include simulations about certain software.

But when soft or hard skills training is needed, the course should be delivered by a live instructor or through a webinar where the students i.e. the HR can ask questions.

The HR professionals should get the knowledge about how to use online testing to hire the best candidate instead of getting it evaluated manually. There is software where you can input questions and send the test in an email to a candidate. Also, there are tests for checking the soft skills of a candidate also.

HR elearning can also be used for training small businessmen who don’t have the resources to hire HR.

They can use such elearning to ensure that they build their knowledge about how to shortlist someone by asking relevant questions. So, it’s beneficial for such entrepreneurs because it can save costs for them and they can only hire an HR professional when needed.

This is how HR elearning can be beneficial for companies.