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ePaper created 2018-04-04, 11:10:25 | version 1.38.0
How is technology changing dental recruitment? By Luke Arnold, UK business (cid:132) Before the advent of professional networking sites like LinkedIn and social media platforms such as Face- book and Twitter, specialist recruit- ers relied heavily on their network of contacts and market knowledge to find a shortlist of suitable candi- dates. While this is still the case to- day, online platforms have opened the door to a whole new world of po- tential candidates, making it easier to discover both existing and emerg- ing talent that may have otherwise remained unknown. At the click of a button, recruit- ers and employers alike can now sift through a pool of candidates quickly by accessing their profiles. Professionals can also be contacted directly through messenger appli- cations and by phone, meaning a wide variety of potential candi- dates 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 “shopfront”, allowing them to demonstrate their AD – regular e-news delivered to your inbox – individualized content according to your specialty & region – latest industry developments – event specials – exclusive interviews with key opinion leaders – product information – clinical cases – job adverts Sign up to the fi nest e-read in dentistry www.dental-tribune.com 10 SCANDEFA 2018 career achievements and skills and to promote themselves to a wide range of potential employers. Between online job sites and networking/social platforms, it is now much easier to advertise va- cant positions and hiring inten- tions, and in a much richer way too, owing to the use of multimedia. In- deed, unlike traditional media that focuses purely on the job role, mod- ern advertising can incorporate mediums such as vox pops or vid- eos of staff and the workplace to tell the story of an organisation. The only drawback to the introduc- tion of these broadcasting plat- forms is that, for some active appli- cants, having access to that amount of information can sometimes make it more difficult to narrow down the job search and that is where companies like Dental Elite offer help. In addition to social and profes- sional networking platforms, tech- nological tools such as Skype and FaceTime are becoming increas- ingly more useful for recruiters during the initial stages of the in- terview process. For obvious rea- sons, being able to screen a poten- tial 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 begin- ning when trying to whittle down candidates to a short list and for feeding back information to the cli- ent. The other plus point to modern technology is that recruiters are now able to access a greater level of data and e-mails 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. The downside of technology, of course, is that employers are able to access far more personal infor- mation about applicants than was possible before. As their findings could influence their final decision, it is important to maintain a profes- sional online presence at all times, even on personal accounts on sites like Facebook. Altogether, the advent of digi- tal technology has had a profound effect on recruitment. By effec- tively using the most up-to-date technologies available, employers are better placed to find the ideal candidate, and jobseekers are more likely to find a position that suits their clinical skills and per- sonal preferences. As for agencies like Dental Elite that specialise in dental technology will no doubt continue to play a key role in the hiring process over the coming years. (cid:26) recruitment, Luke Arnold is currently the Direc- tor of Recruitment Services for Dental Elite in the UK.