Times are changing, and, we stand inundated with the information around us. Apps, blogs, media, social networking sites etc. pour out so much information that it becomes impossible to assimilate. Most of us just swim in this data day in and day out, simply unable to make any good use of it. While, to the most of us in personal life, it does not matter as much, but as a professional, one needs to pay heed to this wealth of information available at our fingertips. A modern-day recruiter needs to make sense of this data and learn to apply out-of-the-box novel techniques to rise above the din and get his/her message across. The latest challenge in hiring is that traditional hiring strategies are not as effective in identifying top candidates due to creative challenges, so recruiters now need to come up with newer and creative ways of developing recruitment challenges. The best candidates are not responding to traditional methods, and, one needs to be more proactive in getting through to them.
In Quotes “…Traditional hiring strategies are not as effective in identifying top candidates due to creative challenges, so, recruiters now need to come up with newer and creative ways of developing recruitment challenges.”
We are not saying that old school recruitment is dead
This is not to say that the traditional interview is obsolete just yet- recruiting is just not what it used to be: there’s less reading through resumes and more interacting with candidates. So, new methods of recruitment are gradually emerging. Significant time should be spent to ensure that strategies are suitable to the industry and role advertised, else the process could just put candidates off. Good strategies can not only increase applicant scope, but, also improve a company’s appeal to potential employees.
How do you put a creative spin on recruiting?
Get social: Potential employees are spending their time on social media, and, if you want to tap them effectively, you should be active there too. Join in on conversations, and, make it a point to develop real connections with them.
Get social media to work for you: Social networks are increasingly being utilized for recruitment, most notably in the case of LinkedIn, which allows candidates to apply directly with their very profile serving as their resume. A simple advertisement of available positions on social networks can give access to a more diverse range of candidates, improving an employer’s chances of finding the right person for the role.
Get the competition going: Incognito searches, personal scouting, cold calling, LinkedIn Inmails etc. are just a start, firms are now starting to pit candidates against each other in contests and challenges. Some companies have even devised virtual games which involve typical workday challenges across different departments, thereby, helping them identify talent, and, also giving the applicant a clearer understanding of what each role would entail.
Wherever possible, put your candidates to the test: Whether it is coding or data analysis or report writing, come up with a small practical test for candidates that to a certain extent mirrors what candidates would need to do if they got the job. In customer facing roles that do not require a specific set of skills, use your existing employees to adjudge the culture and role fit.
Make use of conference and engagement sessions: A lot of times, good passive talent is available at conferences, seminars, meetings etc. where they are open for networking. These gatherings offer a good platform to interact and obtain information about capabilities and availability of candidates.
Replace a group interview with a group challenge: It is one thing to hear candidates speak of themselves as good team players, but quite another to see it in action. Here, the task need not be directly related to the job itself, but, it helps in the identification of team players as well as natural leaders.
Employ the latest fads to your recruitment process
Social recruiting, video interviewing, and gamification are some of the newest hiring fads deployed by companies in the war for talent. Gamification identifies potential hires by posing virtual challenges that require the use of skills necessary for the job on offer. It is also another clever way to increase your brand awareness. An engaging game helps in brand association which is what is valued by millennials a lot today, and, this generates a lot of positive vibes about the company.
In Quotes “Social recruiting, video interviewing, and gamification are some of the newest hiring fads deployed by companies in the war for talent.”
But will all these get you your dream candidate?
Maybe, maybe not! The role of a modern day recruiter is to not just rise above the din and be heard, but, is also to ensure that organisations are ready to select the right candidate. The infographic alongside beautifully captures the many hats that a modern day recruiter dons.
The role of a modern day unconventional recruiter just does not begin at sourcing and selecting the right candidates, but, starts much before when the recruiter understands the business needs, and, tries to bridge the talent gap by bringing in the right candidate. This involves understanding the focus of the organisation, where it is headed, and what kind of culture it possesses. This task becomes increasingly difficult with most companies opting to adopt the RPO (Recruitment Process Outsourcing) model as this takes away the business understanding part to a large extent.
Using your company’s website to your advantage
Organisations understand the importance of having a strong web presence; however, many do not stop to anticipate just how important a company’s website can be when it comes to recruiting. The website immediately gives a potential hire a sense of the company.
1. What is the nature of business?
2. Which direction is the company headed?
3. What types of projects being worked on currently?
4. What does a typical day in the life of an employee look like?
Just by looking at your business’s website, a person who’s interested in working for you should get a good sense of exactly what you stand for.
Talent Advisory – Getting a seat at the table
The best way to show value is to understand and support real-time business needs. Providing talent pool information in terms of trends or talent availability will ensure a strong credibility in front of business leaders and ensure their continued support.
It is a two-way road: In the current business climate, there is more pressure than ever on companies to appeal to quality candidates. Organisations need to realize that the recruitment process is like showing a window to candidates, showing them exactly who you are and what you stand for – and, this is what a recruiter must help with.
Being true to the information era: Understanding employment trends and what candidates are really looking for when they look out for newer opportunities is also crucial to building a good talent pool.
Old fashioned critical roles mapping: This again is an area whose potential is yet to be fully explored by recruiters. Most good candidates are usually not active in the job market. Creating a database of passive candidates and engaging with them is an important activity which will help a recruiter build a ready talent pool.
The oft-forgotten JD: Another often ignored bit is the job description. But, here not just the recruiters, but even the organisations are to be blamed as they do not give it the due focus. A carefully drafted JD can go a long way in getting the right candidate.
The war for talent is raging fierce
The job market changes every day, and, is subject to constant innovation. Adopting new recruitment strategies appears as crucial for companies, and, they are always trying to find the newest and the most novel way to find the best-fit talents. Finding inventive ways to look beyond just meeting core competencies does not have to be a headache. More savvy recruiters focus their energies on determining exactly who they need to attract and modify their recruitment methods in such a way as to draw their specific type of person in, whilst simultaneously helping their business stand out.
Adopting a more progressive recruitment strategy will not only help find star employees, but, also mark a company as innovative and resourceful to prospective clients. If organisations are willing to change their approach to recruitment, it can significantly expand the applicant pool. From adding interactive group interviews to the recruitment process, to actively seeking out talent in unusual places, there is a lot a modern-day recruiter can help a business do to attract the right talent.
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