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 placement 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.
Today, finding skilled, talented candidates using social media sites is as reliable as using more traditional methods, such as jobs boards, advertising, networking, word-of-mouth.
Now a day, social media is growing faster globally, so it has helped to improve the quality of placements for all Placement Agencies. It certainly allows job recruiters to tap into talent on a more personal level as well as faster communication and in the case of, say, LinkedIn even enabling you to target specific jobseekers.
Facts about social media:
Social media is more powerful platform for all job seekers who can easily connect with any recruitment agency or they can find from many ways through internet and it is better than traditional methods.
They helps you to reach your right place for right opportunity that you can grab the chance and you can communicate with them easily and get response faster from them.
According to online marketing company, across the world there are 552 million daily users of Facebook; 6.9 million using Twitter; 75 million using Google+ and 25 million using LinkedIn.
The changing face of recruitment:
As social media sites have gathered a more professional following, they have added services. For instance, Facebook now offers business profile pages and there are all sorts of online recruitment tools that allow recruiters to gather automated referrals for candidates from employees within their social networks.
In these digital times, recruiters are also paying specialists such as Jobsite to mine social networks and collect information on worthy candidates across social media platforms as well as to match jobs to talent on the web.
As we all know from our social usage, an online profile is not always accurate. It makes sense, then, to use social media recruitment in tandem with traditional methods and ethical processes. That’s good news for recruitment consultants, who might otherwise fear becoming obsolete.
Nevertheless, it is here to stay and recruiters need to master it to stay ahead of the increasing competition in this field.