Hiring the right candidate is not a single day’s process, it’s a well-defined strategy in today’s competitive world. The emergence of digital technology, artificial intelligence has marked its importance in the field of Human Resources Development as well. The technology has been successful in easing out the recruitment process and minimization of time, however only if deployed in the correct method and place.
The recruitment processes are changing with more and more involvement of technology. The hiring process is now more towards candidate centric, in other words the organizations are selected by the candidates based on their career growth prospects. Almost every candidate has specific goals in mind about career progression, about kind of work culture he feels more suitable for him/her and the PayScale he thinks is justifiable for his/her level of experience.
In order to align the organization’s business objective and candidates career goals, the HR team must well plan the recruitment strategies. Since the traditional hiring processes are no longer applicable in today’s scenario, the human resources industry has figured out latest techniques which will prevail in today’s and future recruitment industry.
Inbound recruitment is a continuous process with well-defined objective of attracting the right candidate by creating a brand value of the organization in his mind. The employers or the hiring agency not just finds out the best suitable candidate but try to position the organization in his mind as the perfect place for his career aspirations.
The organizations need to develop a strong content marketing strategy related to hiring and in order to attract right talent. The social media posts showcasing employee culture, amenities and strong bonding between employee and organization leave a lasting impact on candidate’s mind.
On the other hand, personalized emailers, messages to candidates gets better response rather than mass emails or bulk messages to many candidates. The personalized email is a signal ‘that’ candidate is a selected one based on his expertise and suitability to that position.
The term of “Employer Branding” is not to be confused with “Brand” of the company for the outsiders. A company may have a strong branding in the market in terms of products or services, however it may not be considered as a good employer. The company therefore end suffering with high rate of attrition in the long run.
The employer branding is directly associated with the popularity of the organization and reputation in the minds of the employees. The reputation is a big factor in cases when employees resign despite getting a heavy PayScale. The employees who are not satisfied in terms of company’s HR policies, amenities, facilities, appreciation, bonus component for example, end up resigning and giving bad reviews about the organization to their circles of friends and even on social media platforms.
The companies with bad branding or not so attractive branding face difficulties in not only in retaining existing employees but hiring right talent also becomes a tedious task for them. The candidates are bound to get attracted to companies, which have a strong brand image in the market and in the minds of their employees.
The other most trending method of recruitment is attracting candidates through dedicated relationship managers. The CRM method involves managing and improving relationship with the present employees and mostly with the prospective employees.
The technique gives personalized attention to select few candidates, which are probably for mid and high management positions. The candidate’s personal goals with respect to profession are given due importance and position and pay offerings are made accordingly. The candidates get a sense of security and develops a bond with the organization since the beginning.
Social Recruiting or recruitment using social media is another fastest and simplest method of recruiting. The organizations are using Linkedin and even twitter and facebook for inviting attention by the right candidates. In these cases, the candidates get a good overview about the company, get to know about top executives’ profiles and organization’s overall reputation in the job market by the information published on the social media platforms.
The most popular platform is Linkedin, which filters out any falls information and claims by the organization. The platform itself acts a trust badge for the candidates and which in turn simplifies the recruitment process.
The talent pool is basically a database of all the candidates who have applied in the past, who have been referred, sourced and even a database of existing employees giving their credential and performance benchmarks.
The talent pool is a very useful source in cases of emergencies. Talent pool is also useful when the requirement is less, and recruitment process is to be done using a cost cutting method.
The automation tools are recruitment softwares what are based on technologies to automate the process and different stages of entire process. The most widely used softwares like HRIS, Applicant Tracking System and Recruitment Marketing software are been in trend of years and have gained more popularity with rise in demand for crowd staffing or campus recruitment.
With the realization that a non-alignment of recruitment process with the overall objective & vision of the organization can result in giving unsatisfactory results with wastage of time and money, the organizations are taking all steps to adapt newer technologies in Human Resources Department as well. The very step of recruitment must go in a right manner in order to give long lasting positive results.