Proximity Recruiting
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Proximity Recruiting

Talent Acquisition

Proximity Recruiting

January 20, 2016 Geoffroy De Lestrange

To get the right candidates to a job position, companies often use different channels, one of which is the web. But to find or offer a job, websites and social networks are not always used. Even with the tremendous growth of Internet recruiting through job boards and LinkedIn, not everyone is actively surfing the Internet looking for a job or searching through email sent by recruiters in their email inbox.

While nearly everyone in recruiting is familiar with the dreaded job fair and lengthy applications, there are numerous other approaches to physical recruiting that are far more effective and fun. One such approach is “proximity” or event recruiting. Proximity recruiting at professional events is clearly becoming more conventional.

Reaching a greater percentage of the population relevant to your job searches often requires using at least three channels to reach them, one of which should be physical. The underlying concept of physical recruiting is a simple one, recruiters need to target physical locations where a large number of potential hires can be found.

The trend of proximity recruiting is working with recruiters, using technology such as Bluetooth to send messages to potential new recruits. This do this by virtue of a handheld device, obtained for a fixed cost, which interacts with your mobile phone and picks up skills and matches to relevant jobs that fit with the candidates experiences and the companies profile.

This innovative method of recruiting, could soon become the norm as using a mobile to search for a job on job boards could become boring and time consuming. Multiple job applications could come to you on your mobiles. An example of how proximity recruiting could work is candidates receiving notifications when you enter a shopping centre to warn you that shopping centre or retailers are looking for staff. There are huge potential benefits to the recruiter – no ongoing costs, no licenses and the opportunity to send a range of messages to a target audience.

But the possibilities do not end there, companies can create mobile applications that allow candidates to enter skills, experience and features to be able to do the match with job offers already and maybe fix an appointment with a recruiter. 

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