One fact with which we all agree is that all major industries are facing skill crunch where the even the top most companies are unable to find the kind of talent or caliber they look for. Our interactions with the hiring managers have shown that through a typical recruitment process they are able to find good pool of potential candidate but still a lot has to be changed to bring on the Best Candidate in an efficient way and time.
But figuring out what has to be changed is still needs more understanding and debate.
Some of the areas which I feel can be focused to change the Recruitment Process.
- The Big Change: we stress that we need make the Big Technology change. Agreed that we have been able to make a huge transformation by bringing data management on cloud and improvising on the processes through technology. But now what actually is required is bringing in Stakeholder Engagement and Communication on a common platform. We need to build direct interactions with the potential candidates where more than their resumes their past performance and future potential can speak. The recruitment consultants can evaluate candidates on not just resumes but what the candidate actually holds. So we have to think of a technological change that can bring in direct and live interface between the stakeholders
- Tell your story: Nothing sells more than a story. We all somewhere or the other love a story where we picture ourselves in that story. Similarly even for a job potential candidates must be shown how this specific story is meant for them. We need a mindset change from “I need a job” to “we need you” whenever we are competing for top talent. Whenever candidates are coming for the interview the hiring managers should tell them the story why they will be perfect for the job and how their skills can be essential.
- Look for permutation and combination: Try out for new type of skills and experience that they think can click and bring our desired results. We may always not succeed 100% but definitely can increase our success bracket. A whole new ingredient can change a dish taste so why not testing the new skills.
- All about building relations: Recruitment is known to be a People industry where every day we build relations. So the focus should be on building these relations as the best relations. We need to start defining what we want from our customer experience be it client or candidate. This will definitely improve the mindset and can further define our SWOT Analysis.
- Data Analysis: The industry holds the real time data of people with their past history. So we in the industry domain should think of utilizing this data for better evaluation. The data present with the industry is still un-utilized to a large extent and the industry is still figuring the best possible ways to utilize the data to the maximum.
Recruitment is a part of HR department work. They follow a pattern of recruitment and this pattern differs from one company to another. In this recruitment process, it is very important that HR takes the concern of a company as well take the words of the candidate very seriously. After all, the candidate will bring real worth to the company. It is really effective and the company will flourish in a positive way. Hence, HR should always take into consideration of both the parties and create a balance inside the company so that a company witness a continuous growth.
When there is a vacant position in a company, then the HR department either source out the position to placement agencies or work internally to appoint the candidate. They first go through first round of interview and then suitable candidates are shortlisted from the 1st round and are asked for 2nd round of interview with the head of the individual department of a company. Once the candidate pass the interview, then they are given the confirmation about the interview result. Some companies also take written test followed by group discussion and this totally differs from company to company.
The candidate should be smart, confident and set a positive thought towards the company. It will help you to face the interview and challenges in a positive way. Even if you are not selected, then you will try for better opportunities and one failure will not break you. It is very important for candidate to be around with positive mind. The recruitment process can go long and so you need to have patience so that you can deal with interview dilemma and be tension free.
These days, interviews are taken digitally I.e. through telephone or SKYPE. So, if it is telecom interview, then you should be polite with your voice and choose a place where the surrounding is peaceful so that you can attend the interview peacefully. If it SKYPE interview, then you should choose a background that is decent and you should dress well to look presentable. These ideas definitely work the best to get through the interview and you can get the dream job.
Traditional recruitment process has taken a back seat in recent times. With new trends influencing every industry across the globe, technology has advanced steadily that has impacted growth of every segment. With this the recruitment process has also remodelled itself to meet the increasing demand for candidate sourcing. It is no more about the experience and gut feeling of the hiring manager. The hiring process and candidates have been quantified with the help of certain parameters. Hence the performance of the recruiters can now be measured and evaluated based on below factors.
- The first and foremost parameter that forms the basis of the recruitment success and effectiveness is the time to hire factor. It is the time span that is taken up by a recruiter for bringing in the candidate onboard. The duration is counted from the time the job posting goes live across various platforms to the successful placement of the candidates. Organizations which have a strong talent management process usually have the lowest time to hire quotient.
- Next factor to consider is the sourcing channel. The conventional sources such as job portals and normal company database wherein candidates drop in their resume are no more sufficient to indentify talents. Recruiters need to build up their own network of talent sourcing which may include personal channels, following up with the referrals and a strong reaching out ability to the passive candidates. The third scenario is the toughest to handle as these candidates are not looking out for job change. Convincing them to the selection process and finally placing the offer is a strategic work that requires proper planning and discussion.
- Next in line is the cost of hire. It includes the compensation and other benefits that are offered to the candidate. There are a few to things to consider in this case. In case of technical professionals where the skill availability is less, it is obvious that the demand for compensation will rise. But the recruiter needs to understand the budget and work accordingly in order to retain the candidate as well as sustain the company benefit.
- Just recruitment of a resource now days are not enough to add value to the workforce. The recruiter needs to identify a resource that can adjust with the company work environment and connects with the brand so that learning and development investment of the company gets paid off.
- The ratio of the current vacancies versus positions filled for a particular time period is a good parameter for recruiter ability judgement. It can either be measured monthly or quarterly depending on the company policy.
- Offer acceptance ratio is another factor that reflects the performance of the recruiter in terms of convincing the candidate regarding the positions. It needs to be performed from the sales point of view for effective results.
- Lastly, the gender mix should be considered for performance evaluation. Workforce diversity is an important aspect of employee base for every organization and that can be looked upon through this parameter.
It is a natural tendency that when a candidate attends an interview process, he or she discusses the experience with the family, friends and personal network. While it might sound trivial to many but the brand image reaches out to these people through these candidates. Whether the candidate gets selected or not, in both cases the information passed on by them is an important source of data in terms of company branding. Social media platforms are in high tide in recent times in terms of information gathering. Consequently it has been observed in a study that 70% candidates are put off by the negative comments and experiences which impacts the recruitment process. So in order to boost up the talent sourcing process it is essential to improve candidate experience quotient.
Creating an impression is not restricted to the candidates any more. It has become both ways for the employer as well. For the company the first impression created for the candidate is the job posting that appears on various portals and job boards. While it might sound trivial but the style of writing and information conveyed through the job description in these ads is the first impression created in front of a candidate. A study suggests that 75% applicants apply for a job when they are influenced by the look and feel of the job. The second factor that plays a key role towards candidate experience is the communication channel. A constant interaction with the candidate regarding the selection process build up the trust towards the brand and brings in a lot of transparency to the process. Lastly, the interview process should be streamlined and objectified so that the candidate is not made to sit for hours without any reason.
It is not always about the professionalism attached to the process. The candidate connects more to a brand when there is an interaction which is professional yet special. Be it the interview process or the communication regarding the selection process and extending the employment opportunity, it should be undertaken with utmost care and courtesy. Instead of making the entire recruitment process all about technical stuff, a touch of casualness such as asking about the day or how did the candidate reach the office or whether he or she was able to find the address properly goes a long way in building up appositive candidate experience.
The last but definitely not the least is the feedback system. Taking only initiatives does not help the purpose. Managing a proper feedback system is essential to completely understand the candidate experience scenario. Even if the candidate is not selected, that individual can be approached for a feedback regarding the process with an assurance that his or her profile is present in the talent pool and will be considered for other relevant vacancies. Even small advice on any miss points during the interview can also be conveyed. This builds up the positive candidate experience which goes a long way.
An interview is one of the most important stages of everybody’s professional career. It determines the career path and graph of individual and shapes up the future. This goes for both fresher candidates as well as the professionally experienced ones. No matter how much we all deny, the truth is we all get nervous and a bit worried before an interview. Many of us also get confused regarding how to be presentable in such a way that creates a positive impression. Amidst all this one thing is important that the candidates puts the best foot forward in terms of bogy language during the interview. It represents the confidence and ability to handle a stressful situation which creates the first impression as well. So, here are a few tips that are helpful towards maintaining a healthy and professional body language during an interview.
- Everything starts the moment you walk in to the company. Do remember that even if the interviewer is not present the moment you walk in, he or she may take a quick feedback from the person who is present at the front desk. So be careful with your entrance and give a positive vibe. We all become a little nervous is such cases but do not show off the panicky expression which might convey a wrong impression.
- One of the primary actions to be done during an interview is making an eye contact. While answering questions or explaining certain things, make sure you look at the interviewer. It shows off your confidence and a positive intention. But do not go overboard with it. An intimidating look may create an opposite thought altogether.
- During conversation it is sometimes good to use hand gestures in a subtle way. It portrays that you know what you are saying and are confident about it. It shows that you have a positive thought about the process.
- A gentle smile can work wonders. We agree that you are stressed but do not let that stress create a frown over your face. It is a negative point. Smiling subtly shows your casual side and you capability to handle stressed situation with ease. This adds a massive plus point to your profile.
- Lastly, try to follow your interviewer and reciprocate in a similar fashion. In this way you will be able to create a lasting impression that will carry forward to the final evaluation process as the interviewer will remember you easily.
With healthy positive tips, there are certain things which you should avoid during the interview process:
- First and foremost do not slouch during an interview. Practice to sit mostly straight which shows off your confidence. Slouching conveys a negative impression.
- Do not touch your face frequently. This includes removing your hair from your face or rubbing your nose. This conveys the impression that you are distracted which is not good.
- Tapping fingertips or jiggling your leg is also not a good thing. It might convey that you are impatient. It is better to get rid of these habits quickly.
With overall changes in the economic and business contours the role of Human Resource is also rapidly evolving with market dynamics. The market trends tend to influence the processes of HR significantly wherein the demand and supply, available skill sets, compensation parameters, strategies for adoption are crucially defined by the market. Therefore, it is crucial to involve the HR in strategy planning so as to maintain workforce related matters in line with business needs and vice versa. With constant changes in the market the role of HR consultants becomes imperative to suggest candidates that can partner in growth.
At GlobalHunt, we understand the need of the hour where businesses are required to align their operations with its People calibre and potential. Hence, GlobalHunt India Pvt Ltd as a leading HR Consulting organization has been playing an instrumental role in building diversity for its clients by providing the Talent that is best suited for their growth. Our team of consultants work as a subject matter experts where they understand the values and culture of clients but also define the qualities of an ideal candidate which he or she must possess to fit the business role.
Our search consultants understands that HR domain is no longer existing in an exclusive space which is implicating traditional role of payroll management, employee engagement and culture, on-boarding and paperwork. Rather, in contemporary times HR experts are included in the business strategy meets to discuss and develop products and services that can gain consumer attention.
The HR domain largely revolves around PEOPLE where people behaviour holds an important place. The new workforce culture focuses more on building an overall employees and consumer brand which caters the demand of consumers and is known for employee’s satisfaction. Thus, these days the HR process is becoming a two way process where behaviour management of both employees and consumers is becoming important. Our consultants work towards forwarding the brand values to the new candidates for better results.
Cyber security has been a key concern influencing market dynamics. Consumers are concerned over trusting brands in terms of personal data while choosing the services. Brands have been investing heavily towards protecting consumer data in order to strengthen customer base and attract fresh ones. While this is the outside scenario, similar issues concern within the organization as well. HR consultants need to advice and guide employees towards understanding cyber attacks and data thefts and educate them to protect sensitive information which might affect business goals if in wrong hands.
Understanding market dynamics with respect to talent availability is essential for the recruitment process. One of the important situation at hand for most brands is that generation x or baby boomers are on the stage of retirement in the coming years. Hence the millennial generation need to take over across managerial and leadership roles. HR consultants need to understand the market conditions and propose candidates who can take over the reins after proper knowledge sharing and guidance. Similarly, new technologies are coming up quite frequently. Hiring professionals who can adapt to such changes and deliver accordingly is crucial for business growth and crisis management. There are other factors like problem solving abilities, creativity, team work and soft skills to look in to as well.