Best Recruitment and Selection strategies for the Modern Workforce

Success of any organization depends the three components of organizational success, structure, talent and behavior are cannot stand alone and must be in balance with each other. Traditional recruitment methods and selection strategies have changed as time passed. In this blog I will explore the best and latest recruitment and selection strategies customized for the modern workforce.

 

1.    Skilled based assessment

It is a type of pre-employment test used to candidate’s proficiency in the specific skills related to the position they are applying for. The assessment typically comprises questions, tasks, exercise designed to test candidate knowledge.

 

Benefits of using a skill assessment to screen job candidates

 

v  Screen candidates quickly

Tradition hiring methods often involve analyzing resumes and conducting interviews, which can be time consuming. However, skill assessments allow you to quickly evaluate candidate’s skills and knowledge. It helps you to decide whether to move them further in the hiring process or not. This can reduce the workload of recruiters and allowing them to focus on the candidates who best fit the role.

 

v  Improve new hire retention rate

In the skill assessment, you can screen candidates with the necessary skill to excel in their role and determine who is a good fit for their company culture, which can result in higher retention rate.

 

v  Save time and money in the hiring process

By using skill assessments to screen candidates, organizations can save time and money on hiring. Skill assessment can help to identify the most qualifies candidates and intergroup contact in the screening process, leading to less interviews and less wasted resources, eventually give in a more efficient hiring process.

 

v  Confirm required skills

Skill assessment can also help to identify areas where a candidate may need additional training and development. It can help managers identify areas where a new employee may need additional support.

 

 

2.     Candidates experience

A positive candidates experience reflects positively on the employer’s brand. Streaming the application process, providing prompt feedback and maintaining open communication are very necessary components of a candidate intermediary approach.

 

 

1.      Build a strong careers page

v  A great work life balance

v  Financial compensation

v  A sense of purpose to the work they’re doing

v  Professional development opportunities

 

2.      Be transparent about your expectations

v  The job title

v  Any supervisory responsibilities

v  Required qualifications

v  The tasks and duties required and how they’ll be performed

v  Any budgetary or financially responsibilities

 

Candidates experience mistakes to avoid

• -        Don’t use generic job description
• -        Don’t hide the salary range
• -        Don’t drag out the process longer than necessary
• -        Don’t go silent after a candidate has accepted your job offer
• -        Don’t ghost rejected candidates

3.     Social media recruitment

                   In the present time, HR recruitments has expanded by utilizing platforms like Linkedln, Twitter and facebook to connect with potential candidates. These platforms enable HR professionals to engage with passive candidates and build relationship over time. Social media platforms have become significant and valuable instrument for modern recruitment.

How to use social media for recruitment

• v  Identify your recruitment goals
• v  Choose relevant social media platforms
• v  Create a social media presence
• v  Outline the application process

 

Benefits of using social media for recruitment

• v  Educates candidates about the company
• v  Helps recruiter interact with a wider assortment of candidates
• v  Allow recruiters to learn more about the candidates
• v  Reduce hiring costs

 

Tips for using social media for recruitment

v  Regularly engage with your social media audience

v  Use video to separate your content from other recruiters

v  Use advance social media use to target specific candidates

 

4.    Implementing artificial Intelligence

Now HR professionals are using AI powered tools and applicant tracking systems to screening , evaluation and streamline candidates sourcing. It will help to scan resumes quickly, identify suitable candidates and even conduct initial interviews.

 

Benefit of AI in hiring

v Support the early screening process - This process quickly analyzing vast amounts of resumes to identify the most suitable candidate

v Make hiring faster and more efficient – AI tools like applicant tracking system (ATS) can significantly cut down the time recruiters spend on administration. It help to filled job posting more rapidly and reducing the time positions remain vacant. It is a promptness of AI’s data effectiveness. This is not only beneficial for hiring organizations and also improve the delivering timely updates and interaction to the candidates

 

v Potential to reduce unconscious bias in hiring

v Allows recruiters to focus on more complex hiring tasks - by taking over the procedure , AI make space for recruiters to focus on their attention to more intricate aspects of hiring, such as building relationships with candidates and understanding the needs of the hiring managers.

v Cost saving in the recruitment process  - by automative routine tasks companies can reduce the manpower needed for recruitment operations

 

AI hiring tools

• v  Phenom AI
• v  Textio
• v  Pymetrics
• v  Manatal
• v  Hirevue
• v  Linkedln

 

The risk of AI in hiring

• v  Privacy and legal issues with candidate data collection – There is a risk of confidential data being mishandled, leading to implicit data breaches. Legal issues may also arise from non- compliance with regulations like CCPA and GDPR.
• v  Transparently problems around hiring decisions -
• v  Potential to exacerbate bias in hiring
• v  Worsening the candidate experience
• v  Chance for candidate mismatch

 

3.    Continuous learning and adaption

v  Staying informed on industry trends

v  Improving skills and competencies

v  Increasing marketability

In the competitive recruitment industry, recruitment agencies always looking into talented recruiters. They always make them as a valuable asset to organizations by staying up to date on industry trends and best practice.

v  Building a strong network

By giving learning opportunities such as conferences, webinars and seminars provide platform for networking with other recruiters and industry experts.

References

·        Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude" by Mark Murphy

·        Artificial Intelligence in Recruiting: How to Get Started with AI Tools and Technologies" by J. Scott and R. Brooks

·        How to Use Pre-Employment Skills Tests” by SHRM (Society for Human Resource Management)

·        The Impact of AI on Recruitment and Hiring” by McKinsey & Company

·        The Importance of Continuous Learning in Recruitment” by HR Technologist