Opinion: Hiring Trend for 2018


Ritu GroverCEO, TGH Lifestyle Service Pvt. Ltd
Hiring had become an extremely tedious activity, especially with candidate searching, endless paperwork, the repetitive screening process and never ending scheduling. 2018 surely brought an end to it all. The new era of recruiting focuses on the satisfying part of the job - the strategic and human aspect. Here are 8 hiring trends that we observed this year.

Diversity
Gone are the days when ‘diversity’ used to be just another box HR managers used to tick mark on paper. 2018 has been the year of multiculturalism - not just to acquire the best talent available but to improve culture and boost financial performance. Statistically speaking, diverse teams are more innovative, creative, productive and engaged. From a layman's point of view, this could be because of the difference in experiences and work ethos. Whatever said and done, the corporate world is becoming increasingly inclusive and we couldn’t have been happier about it.

New interviewing tools
We’re not saying across-the-table interviews are going away any time soon. What we’re saying is that they have been proven to be a somewhat ineffective way to read candidates. It’s been proven time and again that the most hardworking and capable employees aren’t the ones who are dressed the best during an interview. However, unconsciously we assume they are. It’s hard to assess a candidate over a chat. This gave rise to more modern, comprehensive evaluation methods like casual interviews or meeting over lunch to assess the candidate’s character. Job auditions are another way to hire the best quality candidates. This involves paying the candidates while they do the real job for a brief period of time and shortlisting the best ones. These ensure effectiveness in the organization.

Artificial intelligence
This year has been all about AI. We believe it’s one thing everyone talks about but only a few companies have spoken it into existence. With automated softwares and chatbots, artificial intelligence has become your secret workhorse. AI has been most successful in sourcing, screen and nurturing candidates. It has also proven to be effective in scheduling interviews, engaging with and interviewing the candidates. In the recruitment industry, AI has taken a strong foothold and will continue to replace the more repetitive parts of the job.

Digitalisation and social recruiting
Social media has not just helped us connect with our loved ones sitting far away, it’s also helped in recruiting. Facebook, Twitter, LinkedIn and even YouTube have been used this year to find the best possible talent. Startups are using this increasingly to not just post ads about vacancies but to proactively search for potential candidates, form a strong relationship with them and further encourage them to apply for the vacant job positions.

Digital knowledge
With everyone having smartphones and using social media, companies have their own Facebook, Twitter, Instagram, YouTube and even Pinterest handles. Having digital knowledge is extremely important. We’re not saying be Mark Zuckerberg of your field but having a vague idea of how different applications work and being flexible and open to learning more about the digital space is what makes a good candidate. Though this trend has been there since the time Facebook got its boom in India, it’s been noticed increasingly this year.

The need for specialists
Gone are the days when employers would spend their time and energy on teaching a new employee. Companies expect the candidates to possess the required knowledge and skill set before applying. Research suggests that paying more to specialists is preferred than wasting time teaching the same thing to new employees who are fresh into the field. After all, time is money, isn’t it?
This trend, however, was mostly seen for recruiting top level management.

Employer branding
Let’s talk about the employer’s reputation and popularity as a recruiter. Almost 75% candidates research about the popularity of the employer brand before applying. When a company has a bad reputation, it not only has problems while recruiting new employees but also struggles to retain old ones.

Candidate experience
Candidate experience refers to the overall perception of the interviewee in regard to the recruitment process. If the candidate has had a positive interview experience, he/she is most likely to accept the offer, re-apply in the future and even refer others. The effort now-a-days is to provide a candidate friendly experience so that even if they are not shortlisted, a good reputation of your company is maintained.

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