Importance and Latest Updates on Omnichannel Recruitment Approach

Importance and Latest Updates on Omnichannel Recruitment Approach

With the world becoming increasingly dependent on online connections, it’s more crucial than ever to use an omnichannel method to stay on top of your game in any industry. But what exactly does ‘omnichannel’ imply? People are engaging with brands across many platforms and devices as the ‘internet of things (IoT) develops in popularity. We all use phones, tablets, laptops, smart TVs, and even wearable technology regularly.

All of these methods of engagement are included in something that is ‘omnichannel.’ An omnichannel strategy understands that they are all linked and can overlap, rather than treating them as separate entities. An omnichannel recruitment process allows applicants to engage across numerous devices and platforms while maintaining a consistent experience.

Recognize your objectives.

You must first comprehend your objectives to put this method into action. Why do you wish to put it in place? What will you gain from it? Is the time you put in worth the results you’ll get?

This is something to think about if you want to stay on top of recruitment trends. Other compelling reasons to employ this procedure include a desire to improve applicant satisfaction and broaden your reach. It will not, however, correct any errors that have already occurred. So, before expanding in this fashion, make sure you’re confident in your recruitment strategies.

According to a survey, 73% of millennials found their last jobs through social media while another survey shows that 48% of top quality hires came through employee referral. Therefore, if you want to nail the top tier talents, there is no way that you can rely on just one channel of recruitment. This is where the omnichannel recruitment help you to achieve your recruitment goals.


Increasing people’s ability to apply is one of the most important things an omnichannel procedure can help with. As you can see, many people are having problems with their smartphones and job applications. You’ll be able to snag more of the best prospects if you integrate their smartphones into the process.

Establish a framework on omnichannel recruitment.

It’s time to make a plan once you’ve decided what you want from an omnichannel strategy. With video conferencing, it’s simple to sit down with your team and sketch out where you want to go. Even if you can’t be physically present with each other.

Rather than attempting to tackle everything at once, concentrate on analyzing data to determine the optimal approach. Customer surveys, as well as current research and publications, can be excellent sources of information. You may use these to identify what platforms people most frequently engage with you on, what job listing strategies are effective – and, more crucially, what isn’t.

Choose which channels to concentrate your efforts on and which to avoid. The term “omnichannel” does not imply that you should use every channel available to you; rather, it refers to the integration of the ones you already use. It’s pointless to include Pinterest in your strategy if your applicant pool doesn’t use it.

However, meet them where they are, even if it’s on a channel you’re not currently watching. If people are tweeting about you and asking about job openings, but you don’t have a Twitter account, now is the time to create one.

You can also make enhancements to your current platforms. Installing a chatbot or re-optimizing your mobile site are two options. Drawing out the candidate’s path and following their progress is one excellent way. Keep track of how prospects contact you and how many touchpoints there are during the hiring process. This way, you’ll be able to make their experience as pleasant as possible. It’s like tracing a customer’s trip, as demonstrated below:

Don’t be afraid to go all-in.

You must fully commit to the implementation of an omnichannel recruitment process. Anything less will be clear to the candidates and will not be accepted. Any advantages you earned will go if you miss a popular channel or there is a less-than-smooth transition between platforms. According to statistics, 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity. Therefore, one must not just concentrate on the numbers of channel but also the candidate experience of each channel to enjoy the advantages of omnichannel recruitment.

The desire to work remotely has grown as a result of the current scenario. As a result, now is the best moment to make substantial adjustments to help you get ahead. Because more people are going to use online ways of applications, it’s critical to reinforce your process across numerous devices and platforms. It also cuts down on the number of processes you need to link because you won’t be connecting to in-person channels or tasks for a time!

If you’re in e-commerce, you’ll need effective inventory management to properly deploy an omnichannel approach. You might think you don’t need this in recruitment, but you might be surprised! You’ll need a good way to keep track of your staffing needs if they fluctuate with customer demand and orders. That’s why it’s critical to completely commit to the omnichannel process; else, linked business procedures like this could slide between the cracks!

Continue to develop.

You can’t rest on your laurels once you’ve developed an omnichannel approach. You must continue to develop. The internet moves quickly, and you must be equally quick to adapt to keep on top of it! The simplest method to achieve this is to examine and update the data you have available frequently.

Micro funnels are an option worth investigating. They’re frequently used in digital marketing to track conversions. They’re also a great approach to focus on issues that can cause people to drop out during the recruitment process.

If you have an application form and discover that many individuals abandon it halfway through, a micro funnel can assist you to pinpoint the part of the form that is causing the issue. This makes troubleshooting a lot easier. Instead of deleting the entire form, just fix the specific input!

Take the lead with omnichannel hiring.

The modern world is constantly changing and evolving. The necessity of hiring elite personnel, on the other hand, does not change. Implementing an omnichannel recruitment process ensures that you can achieve just that. If you think forward and keep evolving, you’ll be able to protect those top candidates from falling into the hands of your competitors.

With the internet serving as one of the most significant tools for job seekers, now is the moment to make use of it and make sure you’re easy to locate – and, more importantly, easy to use.

The future of omnichannel recruitment

Investing in omnichannel recruitment establishes you as a market leader while also boosting the likelihood that top individuals will find and accept employment with your organization.

However, those aren’t the only advantages. By meeting job searchers where they are, you may save money on underperforming channels while also presenting your company’s benefits and obtaining access to a larger pool of candidates.

It’s not easy to launch an omnichannel recruitment strategy, but the rewards and other advantages make it well worth your long-term investment.

Improve your omnichannel recruitment with data.

By conceiving each of these cadence phases as a separate part of a bigger sequence, you’ll be able to avoid the biggest risk of multichannel recruitment: inconsistent brand message.

You can, for example, use data to:

  • Select the appropriate medium for distributing specific elements of your recruitment messaging or brand positioning.
  • Check to see whether you’re sending duplicate messages to applicants or pushing them to repeat requests they’ve already made.
  • Separate highly engaged prospects from those who are just starting their job hunt (or aren’t looking at all) so you can decide where to focus your time and resources.
  • Determine which channels are producing the best candidates for you in terms of acquiring talented personnel, as opposed to those that aren’t.
  • Determine an acceptable messaging cadence to keep active relationships with top talent while avoiding bothering them.
  • You’ll be able to convey more sales messages about the benefits of working for your firm than you could on a single channel.


What works for customers also works for candidates: if you’re in the recruitment business, you need to be where your candidates are. There are dozens of ecosystems where your candidates “live” nowadays, and it’s up to you to open routes to each of them. Employers can now differentiate themselves by obtaining a single consolidated view of their candidate’s experience across multiple channels. We’d be pleased to demonstrate one piece of software that can do just that.

Pragna Solutions uses Omni recruitment approach to source and recruit quality candidates to drive business growth. With our AI enabled recruitment solution, every business receives hassle-free staffing solution along with strategic assistance. Our omnichannel recruitment approach not only proves ab end-to-end recruitment solution but also enables your organization enhance candidate experience thereby attracting the top tier talents in the market.

Process of E-Recruitment Through Podcast

Process of E-Recruitment Through Podcast

Podcasts are something where you can learn new things. As podcasts are around a few times now, however, I’ve been late to leap on the train of creating them an area of my daily life. Recently, I even have started taking note of podcasts, and that I have completed what proportion I get pleasure from them. There’s most out there to find out about! Podcasts provide an enormous quantity of topics and for the foremost part, they’re free! There actually are some things out there for everyone.

An E-Recruitment Process with a hiring manager podcast can help your company thrive with the best candidates, especially executives. You may not have time to read your long text job advertisements on their mobile device, but they certainly have time to listen to their hiring manager’s podcast doing something else at the same time. We count between 100 and 1,000 downloads within two weeks of each of our Hiring Manager podcasts being released.

Recruiters then begin having high-quality conversations with passive talent. With the vision and goals of the hiring manager as their day-to-day work, hiring managers receive requests for passive talent roles that they have never had access to before in order to attract top talent for your company. That simple change in mindset makes all the difference. Not least with a Hiring Manager Podcast, the total number of inquiries decrease while the quality of inquiries increases. This is because candidates turn themselves on or off after listening to the hiring manager’s podcasts, which is great for recruiters.

The five-minute podcast allows candidates to quickly familiarize themselves with the position and manager they will be working for so we can state that:-

The idea is to bring up the best podcast into the application process. As per the sourcing strategy team of the City of Edmonton, they have realized that 50% of the applicants came through a mobile device so we want to give candidates a quick and easy way to digest the information about the job, without requiring a lot of reading.

As we can say every podcast with five minutes features the hiring manager discussing what success looks like, the vision of the department, and mostly the aspects of the job that are more enticing. Since various podcasts have been integrated into the job posting, a tool is available to candidates for self-selection.

As this format for content production is growing, some wholes became curious about the worth that podcasting can bring back their business. Podcasting permits brands to speak to a captive audience. With style on the go, the ability to possess the podcasting on demand allows firms and types to tell their story anyplace at any time, which helps to ascertain authority in your business and make advocates brand on the way. As in alternative platforms where you’ll generate content, determines who your target audiences are. Therefore you may head the topics that are fascinating to them.

The duration of the podcast is determined by the matter that’s generated and interaction with the listener.

  • Seek completely different times and formats to investigate that additional booming along with your
  • Regular content provides ways to stay individuals connected with your brand.
  • Write tips for problems not sound repetitive.
  • Link the podcast to your journal or alternative social channels to extend the reach and participation with your community.


The first step is to convince your hiring manager to join the company and make sure they like the idea. Help them understand the goals of the podcast and inspire them to share their vision with potential candidates. The best podcasts are those that make everyone appear to be focused on what they are talking about. Therefore, when your hiring manager invests in an idea, candidates will feel like they are being listened to. Since this format is still little known, only a few brands seek this kind of association. In order to promote their behavior and make the audience pay more attention to the content created by the company, this format usually provides a very interesting return on investment for companies interested in online marketing. Do visit Pragna Technologies website for more blogs.