Businesses are having a hard time finding qualified workers. With the current low unemployment rate, companies have to compete against each other for the best talent. Instead of using old-fashioned methods, smart recruiters are turning to geofencing applications to overcome the shortage of qualified workers.
With geofencing, companies can track the devices of potential customers in a specific location. They can use this information to serve targeted ads or alerts. Businesses use geofencing to give out coupons and interact with customers to build long-term relationships. Geofencing is used to provide streamlined and value-added services to attract new customers. It eliminates the need to spend a lot of money on advertisement. Recruiters are using the same techniques to find the right candidates.
Geofencing application developers define a virtual boundary around an area. They use geolocation-based solutions like GPS and RFIDs. Also, vendor-specific technologies and application programming interfaces (APIs) provide the necessary tools to achieve the desired goals. For the recruitment of new workers, the goal is to get potential candidates interested in the company.
Businesses are using geofencing to find and entice experts in competitive fields. For example, if a company is targeting tech workers, they can set up a geofencing application around tech hubs and scan for qualified candidates with particular skill sets. A match can trigger an advertisement on the mobile device of the target. Companies can take the same approach to college campuses to find student candidates. Recruiters can use geofencing-based applications to hire laid-off workers from recently down-sized organizations.
Companies are using geofencing to get faster and better hiring results. The traditional method of job site advertisements leads to a large number of applications. Most of them are from unqualified candidates. Recruiters have to waste time eliminating these applications. With geofencing, the potential hires are pre-qualified. So it decreases the overhead of filtering hundreds of resumes. Also, pre-qualification results in higher quality candidates. Recruiters don’t have to second-guess their choices.
Of course, a concern is how people will perceive this intrusion. Most candidates are flattered. They feel validated for being targeted and approached. It means better career prospects. So it’s a win for them too.
Businesses who are using traditional recruitment channels should consider geofencing as a cheaper alternative because it saves money. For human resources and hiring managers, geofencing saves time which results in faster recruitment.