Recruiters struggle to tap
‘relevant’ talent
Why do
companies such as Google, Yahoo or Facebook boast about their workforce quality
or share good employee-retention data Y-o-Y? Is it because they follow a
secret recipe to retain top talent – or is it because they are aware of
different ways to identify quality talent right at the beginning? The answer is
tricky. But experts across the world believe that employee-retention is always
the second step – first step is to attract the right talent. While companies
like these continuously share positive hiring outlook, others complain
about recruitment challenges. New-age recruiters or HR specialists across the
globe are facing some serious roadblocks in terms of hiring relevant candidates
– as a result not been able to retain them for a longer span.
One recruitment
challenge which stands out is around identifying authentic avenues to tap good
quality talent. While a large number of recruiters rely on social media to
attract/ engage potential employees, others complain about having a lesser
scope of talent assessment on these platforms. “A lot of things
that are portrayed by an individual in a digital space are not true. Profiles/
resumes which come across as a 120% match with the job profile, often turns out
to be a 2% match only when the recruiter actually goes ahead and interviews the
candidate,” says Renuka Krishna, AVP-HR, KPIT Cummins.
According to
industry experts, social media can be used as an ‘engagement’ tool and not for
recruiting or assessment purpose always. Information posted on these forums can
be discounted as people tend to put up personal updates without keeping in mind
that an employer can actually be going through his profile and assessing him
for a given job role.
While talking
about talent assessment, it will be wise not to fully depend on an individual’s
recommendation posts or referrals on these platforms. “Someone who doesn’t know
you well but recommending you is not relevant for applicant screening purpose.
But, if your immediate boss is putting a recommendation then it becomes
relevant,” says Farzana Adenwalla, Head HR, Omnitech InfoSolutions Ltd.
Another
challenge which is worth mentioning is around creating a healthy talent
pipeline. Companies whose HR managers solely rely on unconventional means
of recruitment are often overwhelmed when they need to create a steady flow of
quality talent throughout the year. A recruitment tool that is dedicated to
attracting only industry specific candidates, on the other hand, will go a long
way in creating the relevant talent pipeline. Not only will it be able to
attract talent for a present job opening, but also create a database for future
openings as well.
Also, it is
important that HR sets up recruitment goals and have a clear understanding of
the hiring requirements. Only then will they be able to leverage these options
to the fullest. In order to avoid some of the ongoing challenges, following are
some of the questions that recruiters need to ask before commencing the
recruitment process:
-
What type of candidates do we need to target?
-
Kind of recruitment message to be communicated
-
How can the candidates be reached in an efficient way?
-
What should a job description entail?
-
What kind of skill sets are the recruiters looking for?
-
Are the recruiters reaching out to well-qualified passive candidates?
According to
experts, while it may be a good idea to engage individuals through social media
platforms, recruiters should use tools that give them access to relevant
candidates and put them in touch with passive but critical talent in their
industry.
Mapping the
current scenario and understanding the contemporary needs of employers,
TimesJobs.com has launched two recruitment solutions that will address the
critical recruitment need of relevance of resumes and referrals. DIVINEi
(Divine-Eye), from TimesJobs.com, a new search engine, aims to help expand the
recruitment team’s view to a larger number of relevant IT resume and even
passive candidates which are difficult to find on job portals.
DIVINEi
(Divine-Eye) comes in two forms: DIVINEi-T (Divine IT) and DIVINEi-P (Divine
IP). According to Amit Jain, Business Head, TimesJobs.com, “DIVINEi-T is
powered by a proprietary search algorithm which automatically senses the
relevance of the roles and skills in a candidate’s complete resume to match and
fetch highly relevant results. DIVINEi-P helps you view passive candidates from
across the web (even the ones which are not present on job portals).”
While
organisations grapple with the need to balance cost and their talent
requirement, solutions that help them access employees with relevant skills,
may make the difference between winning or losing the war for talent.
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