Recruiters struggle to tap ‘relevant’ talent

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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