Paradigm shift in Recruitment & Selection Process

The process of hiring for HR Professionals has transformed dramatically over the years, due to technological disruptions.

Beyond just the increase of the web, tools like video interviewing and interview scheduling software have helped to streamline the hiring process, saving both time and money and making a hiring manager’s life much easier.

Tools once used has taken a back seat, there is no similarity between how strategically HR team works in hiring now versus a decade back.

 

The question is what is the new paradigm and how technology has evolved and changed each phase of Recruitment to leverage the effectiveness.

Technical Disruption

By the introduction of video interviewing technology, interview scheduling software, hiring managers now need not engage in a back forth with a candidate in order to invite them for an interview.

Innovation in technology has become so much easy and accessible since its first time and early days. Candidates can apply globally for any post and can flexibly attend the interview via video interviewing apps like MS Teams, Skype, Webinar which in turn saves their time and resources.

Also, Screening of applications for the specific role becomes much easier due to Artificial Intelligence which automates screening by applying filters like experience, skills, grades, qualifications and solves the problem of too much volume. All these innovations save time, effort, increase the productivity of the recruiter and enable them to reduce the cost per hire effectively by 70%.

Before social media and also the internet, someone looking to expand their team had to rely upon newspapers and articles, the reach was nearly limited but the presence of internet websites like Glassdoor, LinkedIn, Twitter, networking groups have revolutionized the whole process.

It allows access to a huge pool of qualified candidates the reach becomes much more expansive.

The transition into the process feels overwhelming as it increases the chances of finding the perfect fit for the opportunity in question.”

 

Candidates run the entire show

 

“In the modern-era, job seeking has become rather more tailored to the candidate’s experience, the new buzz word in Strategic Human Resources isn't just limited to the talent hiring process it extends to the perception of individuals working within the organization. The whole idea is from humane approach after Hawthorne studies”

 

Candidate experience can be defined as "the perception and feelings of a job seeker about an employer and their job application process, based on their interaction during the hiring process. This includes all points of contact during recruitment – job search, the application process, interview process, and sometimes even onboarding."

 

It is imperative to understand the rationale for companies to specialize in candidate experience. the simplest reason for it's that now employees, both current, and prospective are well informed and connected Moreover, via social media has led to extensive changes within the environment.

The whole candidate experience demands to form an emotional connect and mutual respect.

They want the process to be very transparent Even if the candidate is rejected, they need to know so that they keep their search on also how the management is going to deliver this message to the candidate forms a last impression about the company.

Rate of Interest

The prominent change is in the focus of hiring team on the importance of Rate of Investment on every job role which is a good way to strategize hiring as an investment that needs to be justified, the whole paradigm-shifting idea is that "Hiring is an investment, not an expense"”

In this way organizations are ready to bear the one-time cost in terms of money, effort, time but not to hire any insignificant or unsuitable candidate and try to improve the quality of hire.

Employer Branding and Recruitment Marketing

Business trends across the globe are taking new turns and twists to succeed in the peaks of profitability and productivity Whether it’s far recruitment approaches or sales targets, each department of the organization must sustain with these rapidly-changing trends. The recruitment team is the part of the rat race too and to become the ace players corporates have already started emphasizing the power of employer branding.”

Employer Branding and Recruitment Marketing are two buzzwords which have become the need of hour and together they play a very crucial role in helping companies to remain competitive and influential in the business world.

Employer Branding is the process of “Positioning, Creating and Maintaining your organization valid for the potential candidate to choose them.”

It is the capability of a company to prove its worth and reputation as an employer.

 

The aim is to represent the company as to represent company as best as a desirable employer without fooling people, it defines the unique employee value proposition of the brand.

 

The process involves establishing company’s mission, vision, values, culture, and personality to ensure they align with the ideal candidates’ aspirations. The company tends to define the set of offering and benefits they have in return for the knowledge capabilities, skills and experience candidate brings to the company.

 

Employer Brand representation starts from the first message sent to candidate for interview to an employee’s exit interview. Building an authentic, Employer brand takes work but it pays off well in terms of attracting best talent, retaining all your former employee and increases ROI.

Recruitment Marketing is the process of application of marketing strategies and tactics to showcase the Employer Brand. It is used by business organization to engage and promote most importantly to nurture the potential target in their pre- applicant phase It is done by use of different channels such as job boards, company career sites, networking events, blogging.

It takes complete advantage of social media platforms LinkedIn, Twitter, omnichannel communication, data analytics automation, and hyper-target messaging.

Examples of Recruitment Marketing includes Search Engine Optimization, employee activity recording interviews, job advertising.

It creates interest, generates awareness about the brand, elicits consideration, and inspires the pursuit of various open opportunities in the firm for very prospective candidates.

 

“According to the LinkedIn survey, 75% of candidates will research your company’s reputation before applying for your job opening.”

“And if they don’t like what they see, 69% of candidates won’t apply - even if they are unemployed!”

“According to the LinkedIn survey, companies with strong Employer Brand see 50% more qualified applicants, take 1-2x faster to hire and reduce cost per hire by 50%.”