My father says that he walked into a shop, asked for a job, and they gave it to him. That's not how it works anymore. Now, you can walk into a shop, ask for a job, and they'll refer you to their website.
It's a digital world, and all must learn to survive in it. This affects every aspect of business, no matter how big or small. Perhaps no aspect is affected more than recruiting.
If you're an "analog" person surviving in a digital world, here are the dos and don'ts of recruitment in the digital age.
do build a brand
The Internet made it easier than ever for candidates to research a company. If there's only negative information on your company, quality candidates will pass you by.
Ensure candidates know what's great about your company. Contact the newspaper when your business has an event. Also, consider starting a blog on your company's website so candidates searching your company's name can learn more about it.
don't make it hard
Hiring can be an exhausting process if you have too many resumes, but it's better to have too many choices than not enough.
Consider how difficult it is for people on the job hunt. They usually send their resume to a plethora of companies that fit their field and then become selective after they start hearing back from recruiters.
Don't use an application format that turns candidates away. If you're still using an antiquated online application that requires candidates to manually fill out every job they've had since high school and every address they've had since college, many candidates will simply move on to the next potential employer.
Discard long application processes. Just require a digitally submitted resume and cover letter. That will give you all the information you need anyhow.
do use social media, but don't spy
There are many ways that social media enters the hiring conversation. First, you should use social media to spread the word when you have a job opening. LinkedIn is the standard for hiring, but spreading Facebook posts can help too.
Finally, it's fine to look up candidates' social media profiles, but take it with a grain of salt. Use this research to find positive things that make you think the candidate will fit in your company, but don't use it to criticize everything about the candidate. If you nitpick every candidate, you'll end up with no employees.