Steve Jobs had once said that the secret of his success lies in the fact that his company has gone to exceptional lengths to hire the best people in the world. Though job seekers are aplenty, organizations face challenges in finding the right fit in an uber-competitive talent marketplace – an employee with the right experience, aptitude and skill sets can add tremendous value to the business and grow with the organization.
the changing face of recruitment
The curriculum vitae or job application remained until recently the primary step in any talent selection process. During the pre-technology and social networking revolution era, this document was a critical assessment tool for hiring, personal interview was the second and most often the final step to employment.
With the advancement of technology in the last decade, recruitment strategies have transcended beyond profile screening and personal interviews. The digital revolution brings with it speed and agility in all organizational functions and more so in HR. The channels of recruiting have undergone immense change, with organizations having to adopt innovative recruitment practices to attract and retain talented workforce. The process of recruiting has also evolved since the days of written tests, aptitude questionnaires and stress interviews. The onset of the digital age has equipped companies to leverage applications and technologies that can speed up hiring without compromising on the quality of hires. Job seekers too gain better visibility on job openings with instant access to employer information, company business and job description. Additionally, the turnaround time between scrutiny of profiles to appointment offer is minimal with employers using advanced applications to evaluate candidates.
Irrespective of the field of operations or line of business, organizations would do well to incorporate some of these newer recruiting channels into their hiring strategy as they vie for talent. Elements that constitute an integrated and effective recruitment strategy in the 21st century include the below.
The company image in the minds of potential employees is a key factor that affects recruitment. Organizations making an effort to project themselves well, talking about the comfort of their physical workspace, their employee engagement efforts and best practices, roles and opportunities available, and people engagement practices can attract candidate interest in the firm. Companies must make an active effort to periodically update and maintain their website, social media accounts, and all external channels of communication to reflect positive brand attributes and attract talent.
62% of all candidates listed career sites as a top channel for researching jobs, according to LinkedIn. Open positions when posted online attract job seekers who are constantly scouring the net to look for appropriate career opportunities. If the job board is aligned with an integrated tracking and screening system, the application process becomes quick, smooth and seamless. Organizations also use traditional media such as print or sometimes even TV ads as they double up as effective marketing tools.
As in most business processes, the recruitment process also involves technology extensively. Right from resume screening, profile classification, and segmentation to issuing an appointment order, technology can support, hasten, and improve both the hiring process and quality of recruits. For instance, organizations are now using applications with machine learning algorithms that automate repetitive elements of candidate hiring such as candidate sourcing and screening. These applications come with standard built-in parameters to develop the criteria for an ideal candidate and can be customized to the company. They can connect directly with third-party career websites to source matching profiles and then further screen them for shortlisting based on the pre-established parameters, saving precious time and resource costs.
Statistics show that 70% of candidates are passive job seekers. Social platforms like LinkedIn, Twitter, and Facebook make for active talent hunt hotbeds to seek these passive profiles from. Furthermore, they can present HR teams with details on the candidate and candidate profiles going beyond their standard, professional resume. For instance, their hobbies and active interests, psychographic profile, cultural affinities to understand if they will be a good fit for the company, and more. Advertisements and updates on social media sites need to be creative and attractive in order to provide a glimpse of the company’s robust workplace culture to attract prospective candidates.
Companies, large multinationals in particular, build a continuous talent pipeline. Annual visits to professional colleges and B-schools provide them with a talent pool that they can handpick from. Organizations regularly recruiting from campuses try to establish a connect with potential candidates well before recruitment day through open days on the workshop floors, competitions and events sponsorships, internship and training programs, in order to evince serious interest in the brand.
As brand ambassadors of their employer, employees are often incentivized to refer candidates known to them. Hiring through referrals is a quick and cost-effective method for organizations. Also, allowing employees to get involved makes recruitment an organizational initiative, with everyone adding value to the growth of talent within the organization. Also, ex- employees are often the best brand ambassadors. If they had experienced good and professionally fulfilling innings while in employment, they are likely to spread the good word about the company’s healthy work environment and professionally satisfying work culture and roles.
Organizations in recruitment services work with huge and constantly updated databases consisting of available as well as interested candidates. Sourcing, which is the crux of the hiring process is done in a proactive manner so that clients can on-board competent candidates within a quick turnaround time. To ensure they get the best of talent for their clients, recruitment organizations engage with potential candidates by sending information on the market, hiring trends and so on to keep the candidate’s interest alive and active. Recruitment consultants meet professionals on a regular basis in a neutral environment to connect with them, discuss their work history and career aspirations. This helps in a quick profile to position match that results in both client and candidate delight.
A good balance of technology and human interaction with an overarching strategy of suitable recruitment methods will help an organization not only hire excellent resources but also create a robust talent pipeline of potential employees. Having said that, the best recruitment strategy is that which can evolve along with social, technological, and market changes to adapt to the ever-changing talent needs of growing organizations.