Digital Recruitment In Nigeria

The digitization of the recruitment process in Nigeria is still in its infant stage.
Few of the businesses I have come across have not digitized their human resource system talk less of recruitment.

In many organizations, the only digitized platform you may see is the employee data management portal. Every other thing is manual.

For those who care to know, its peoplehr.net.

Digital recruitment also means recruiting via digital platforms or if you will, social media platforms which include:
1. Facebook.
2. LinkedIn.
3. Twitter.
4. Instagram

Other traditional methods are:
1. Newspapers.
2. Post cards/ bills
3. Radio, TV
4. emails.

In Europe, the use of digital recruitment is at an all time high, rising to an astounding 94% of recruiters using digital platforms to hire candidates over the last six years.

So are there any benefits of using these social media platforms for recruitment? The answer is yes, and the statistics remain impressive. I found the following very interesting

# 73% of job applications have been successfully filled through the uses of social media.
# 42% of companies say that the quality of their candidates has improved.
# 20% of companies say that it takes less time to hire their candidates when using social media.
# 31% of companies that used social media to recruit saw an increase of employee referrals.
# 65% of companies that used social media to recruit compensate employees for referrals.

Its difficult to get a hang of data in Nigeria

To make things clear, what is digital recruitment?
Digital recruitment is the process of recruiting, head-hunting and searching for a prospective candidate to match their skills and experience to a prospective employer through chats or calls about a new opportunity with the aid of a blend of social profiles like LinkedIn and HR software that work simultaneously to seek out these ideal candidates.

Typically, here is a simplified example of how a digital recruitment process would be:
1. Understand what you are looking for i.e
a) What role you want filled
b) What specifications the job entails
c) The description
d) The relevant skills and experience needed
e) The background you are looking for etc.
This is why its important that we use the right titles and descriptions for our profiles on LinkedIn

2. Head-hunt
Recruiters use any of the social media platform and its highly important that when you are registering or creating an account that you use the right description.
Keywords are typed in search engines or on those social media platforms and the results are perused for specific profiles.
People have also been warned to desist from posting things that could become a contradiction to the kind of image you are trying to show to your professional networks.

3. Connect.
Here you request for a chat with the prospect via;
a) Skype.
b) Call.
c) Other comfortable platform that is comfortable with both partners.

4. Decide to proceed.
After the chat you can decide to proceed by requesting for the CV which you store in the data bank which is automated. The data bank can have certain commands other to access the resume easily such as;
a) Prospect name
b) Job title
c) Medium CV was received.
If you will not be proceeding with prospect after the chat, it is better to use a style where the candidate is told immediately about the status. It may require experience to pull this through.

5. Interview, tests or simulations
We all know how this works.

6. If employed, employee profile is immediately created and stored in data management system such as PeopleHR, Workable, WhenIWork etc.
This helps to easily track, training requirements, profile, leave requests, attendance, promotions, PPR etc because its all automated.

The only department in 21st century Nigerian business environment which is setback on digitization is basically the HR department and you will agree with me that digitization makes work and our lives very efficient.

Written by Adetunji Bademosi