Digital technology & Recruitment
The rise of digital technology has had a profound effect on professional life in recent years, particularly the hiring process, which has undergone a myriad of changes to meet the demands of modern day recruitment. By effectively using the most up to date technologies available, employers are better placed to find the ‘ideal’ candidate, and employees are more likely to find a job that suits their clinical skills and personal preferences. As for agencies like Dental Elite that specialise in recruitment, there can be no doubt that technology has revolutionised the recruiting game – here’s how.
Networking and access
Before the advent of professional networking sites like Linkedin and social media platforms like Facebook and Twitter, specialist recruiters relied heavily on their network of contacts and market knowledge to find a shortlist of suitable candidates. While this is still the case today, online platforms have opened the door to a whole new world of potential candidates, making it easier to discover both existing and emerging talent that may have otherwise remained unknown. At the click of a button, recruiters and employers alike can now sift through a pool of candidates quickly by accessing their profiles. Professionals can also be contacted directly through messenger applications and by phone, meaning a wide variety of potential candidates can be reached – including passive applicants, which as we know make up a large proportion of the talent pool.
For candidates, Linkedin can act as a ‘shop front’, allowing them to demonstrate their career, achievements and skills and to promote themselves to a wide range of potential employers. As such, this feature is ideal for all dental professionals, whether they’re open to the idea of a new career or not. That’s the beauty of professional networking sites – you never know when an opportunity might come knocking.
Between online job sites and networking/social platforms, it is now much easier to advertise vacant positions and hiring intentions, and in a much richer way too thanks to the use of multimedia. Indeed, unlike traditional media that focuses purely on the job role, modern advertising can incorporate mediums such as vox pops or videos of staff and the workplace to tell the story of an organisation. When you consider that dentistry is currently experiencing difficulties in recruiting across certain parts of the UK – particularly rural areas – and there’s stiff competition to find top-level candidates, employers must do all they can to sell themselves. Job sites and other online platforms are essential in this, and will continue to be crucial in reaching out to candidates for years to come.
The only drawback to the introduction of these broadcasting platforms is that for some active applicants, having access to that amount of information can sometimes make it harder to narrow down the job search – that’s where Dental Elite can help.
Flexible candidate engagement
In addition to social and professional networking platforms, technological tools such as Skype and Facetime are becoming increasingly more useful for recruiters during the initial stages of the interview process. For obvious reasons, being able to screen a potential candidate ‘face to face’ without having to actually meet in person can be extremely time efficient, and is far more insightful than having a phone conversation. This can be particularly helpful in the beginning when trying to whittle down candidates to a short list and for feeding back information to the client. Practices are, after all, also interested in demeanour and personality not just clinical skills.
The other plus point to modern technology is that recruiters are now able to access a greater level of data and emails on the move and at home. This not only affords greater flexibility for recruitment agencies, but also provides a more convenient service to candidates who may prefer to communicate outside of normal office hours.
Nowhere to hide
The downside of technology, of course, is that employers are able to access far more personal information about applicants than was possible before. As their findings could influence their final decision it’s important to maintain a professional online presence at all times – even on personal accounts on sites like Facebook.
We’ve already seen tremendous change in the way recruitment services are delivered and applicants find new jobs; the question is, what’s the next step for dentistry? In some sectors recruiters have developed virtual reality assessments to select candidates based on an individual’s reactions and behaviours in realistic scenarios. It could be that virtual reality, or perhaps some other technological innovation that has not yet been invented, may play an important role in dental recruitment in the future. Whatever it may be, candidates and employers should endeavour to keep abreast of technological changes and remember that along with their experience, skills and network, recruiters can help by maximising technology for optimal results.