Innovation was earlier rarely visible in processes of human resources. But, employers these days are implementing innovation within every process related to recruitment.
In 2017, Google launched a recruitment management app called Hire. This app had all the capabilities that an employer can expect from a typical applicant tracking solution including creation of job openings, posting them on employer’s website, short listing candidates, scheduling interviews, and finally analyzing this data. Today’s competitive market is driven by innovation and technology. Innovation was earlier rarely visible among processes of human resources. Hence, employers these days are trying to send a powerful message to talent pool that innovation and boldness permeates within every process of the firm. Recruitment industry past over few years has undergone a quantum leap as far as ways of hiring is concerned. The conventional practice of hiring with a management-centric approach has been replaced by innovative methods such as wooing best talent pool on social networking sites and increase of automated hiring tools.
According to 2018 Global Recruiting Trends report by LinkedIn, 56% of talent professionals and hiring managers say that new interview tools are the top trend impacting the ways in which they hire. Rachna Mukherjee, CHRO, Schneider Electric India opines, “Recent trends in recruitment industry have indicated that the percentage of passive candidates is increasing as compared to active candidates looking for a job. This makes it imperative to identify innovative ways of locating and contacting potential candidates rather than traditional mechanisms of waiting for people to apply. Corporate organisations are therefore are inclined towards using Artificial Intelligence, machine learning algorithms, and bots to identify and analyze candidates’ previous experiences. Use of these technologies has significantly simplified the overall recruitment process and has been instrumental in bringing down the overall costs incurred in the recruitment process.”
Diversity was earlier just a widely spoken term whenever hiring policy of an organization was discussed. But today, diversity is directly related to the work culture and financial performance for an employer. Key forces that play an important role in hiring today are changing demographics to diversify communities and prioritizing inclusion of employees of various races, gender, and communities while recruitment. For example, 2018 Bloomberg Gender-Equality Index (GEI) reveals that women of GEI member firms hold 26% of senior leadership positions, and 19% of executive officer roles. Sandeep Kohli, National Director-HR, Ernst & Young reaffirms, “Under Recruit Her at EY, we have succeeded in hiring 10% of the 3,500 women candidates who turned up for the walk-in interviews. Offers are given the same day to the candidates who are selected under this programme. Diversity is always a priority for us while hiring at Ernst & Young.”
Rise of Automated Recruitment Tools
As technology has become a key facilitator in automating processes of various industries, artificial intelligence supported by machine-learning algorithms will change the way recruiters shortlist resumes and communicate with candidates. Jobvite’s 2017’S survey on AI and automation asserts that 49% of tech and IT recruiters feel positive about automation and AI in their respective domains. Following this trend, LinkedIn in February launched a new feature in mail Scheduler to automate the first round of interview scheduling. Raj Raghavan, Senior Vice-President, Indigo Airlines resolves, “Artificial intelligence and automated tools play an important role in hiring now-a-days days because these tools save time spent in screening resumes and short listing candidates. Such tools also reduce errors in the hiring process such as short-listing unwanted resumes and hiring wrong candidates as a result of a biased decision. Therefore, productivity of the entire recruitment team is increased.”
Organizing Hiring Fests
Job fairs, online talent auctions, talent referral programs, job sites and walk-in tours of employer campuses are just some of the popular means to bring home the best talent to an organisation. Recruiters at these campus hiring fests organise technical competitions under the innovative themes such as ‘automating business’ or ‘tech for environmental good’. Recruiters can guage the technical prowess as well as inter-personal skills simultaneously of candidates in such competitions. “Hiring fests and events are a great platform for corporate organizations to connect quickly to a huge pool of potential candidates. These events give us an opportunity to analyze and compare skills of a large number of candidates and identify the ones with requisite skill sets. Each year exciting new ideas and technologies are unveiled encouraging continuous innovation and disruption in HR. Therefore, HR professionals are always keen to participate in these events”, adds Rachna Mukherjee.
Recruiting on Alternative Sites Where Talent Pool Hangs Out
Spreading a recruitment requirement and posting jobs on large social media sites like Facebook and LinkedIn has become a norm now. The unique aspect of this kind of way is spreading your message on social media sites which are frequented by a target recruiting audience. Amazon’s posting of its web service requirements jobs on the dating website Tinder is one such definition of being innovative while hiring. McDonald’s use of Snapchat to hire millennials and Goldman Sachs use of Spotify are also excellent instances of how organisations are identifying unique channels which are big platform for its recruits. “The objective of entire recruitment process for any employer should be hiring best talent. Employers thus have to look for alternative ways of hiring then just looking for resumes on conventional job portals”, concludes Raj Raghvan.