Dear Friends,
Nearly inseparable
Times have changed so the way of doing business. In this context hiring can not remain the same way as it used to be decades back. Are the days of cover letter, resume and physical interview on their way out? Are decades old practices of employing people being replaced with a method which is more technology driven? The answer is yes to some extent. Actually the talent acquisition process has witnessed a sea change. It is moving from just qualifications and experience to personal qualities. It is now highly impacted by technology. It is changing the thinking process of interviewers and organizations. They are more willing than ever before to leverage technology to help in hiring the best persons that will fit in their workplace. Technology and hiring process have now become nearly inseparable.
One challenge in hiring is that along with volume hiring in case of new projects with set timeline, it has to be a right fit to fill precise roles to help it get to next level of growth. Organizations’ needs are that it must fill multiple needs and meet several requirements. To meet this challenge, executive search agencies also need to become a strategic partner with organizations to help them identifying the persons that suit to their requirement and narrow hiring criteria.
The use of internet, video interview and skype use to make candidates and hiring team more accessible to each other for multi location selection process, social media, gamification, technological tools like ATS and psychological tools to measure competency and behavioural aspects of candidates have drastically changed the hiring process. Game process, talent analytics, cloud computing and big data are becoming crucial in helping organizations to know more about prospective candidates only after playing a specially created games of few minutes. Social media like face book, twitter and linkedin are being effectively used to collect information about candidates, their communication skills and their thought process while reacting to various social incidents or conversations. Deep social media scans of candidates help companies to get a better picture by knowing their values, ethics, lifestyles and other skills.
In spite of technological invasion on hiring process, still the time tested methods like pre employment on the job trial process and referrals hold the place. It is evident that these hiring methods help reducing the attrition.
Technology driven hiring process has posed a new challenge for employers also. Now the organizations have to make continuous efforts in creating their employer brand and sell in the talent market. As technology has evoked, talented persons also get opportunities to find out with which organization they can work comfortably. So, every step of hiring process of the organization should be able to sell as an employer of choice.
But, technology has its own pitfalls. It is said that applicant tracking system is also not completely accurate. Like all hiring techniques, technology is another piece of process.HR should decide the extent of use of technology in hiring process because personality, interest level, cultural fit and confidence are very subjective elements and are key factors. Technology should not be allowed to take over this human element.
The cover story of this issue talks about various dimensions of changing face of hiring. Experts have their points too to be addressed.
Anil Kaushik - Chief Editor
Business manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
Ph. : 0144-6550134
Mob. no. 09785585134, 08302173422
Business Manager :: HR Magazine
From India, Delhi
181Nearly inseparable
Times have changed so the way of doing business. In this context hiring can not remain the same way as it used to be decades back. Are the days of cover letter, resume and physical interview on their way out? Are decades old practices of employing people being replaced with a method which is more technology driven? The answer is yes to some extent. Actually the talent acquisition process has witnessed a sea change. It is moving from just qualifications and experience to personal qualities. It is now highly impacted by technology. It is changing the thinking process of interviewers and organizations. They are more willing than ever before to leverage technology to help in hiring the best persons that will fit in their workplace. Technology and hiring process have now become nearly inseparable.
One challenge in hiring is that along with volume hiring in case of new projects with set timeline, it has to be a right fit to fill precise roles to help it get to next level of growth. Organizations’ needs are that it must fill multiple needs and meet several requirements. To meet this challenge, executive search agencies also need to become a strategic partner with organizations to help them identifying the persons that suit to their requirement and narrow hiring criteria.
The use of internet, video interview and skype use to make candidates and hiring team more accessible to each other for multi location selection process, social media, gamification, technological tools like ATS and psychological tools to measure competency and behavioural aspects of candidates have drastically changed the hiring process. Game process, talent analytics, cloud computing and big data are becoming crucial in helping organizations to know more about prospective candidates only after playing a specially created games of few minutes. Social media like face book, twitter and linkedin are being effectively used to collect information about candidates, their communication skills and their thought process while reacting to various social incidents or conversations. Deep social media scans of candidates help companies to get a better picture by knowing their values, ethics, lifestyles and other skills.
In spite of technological invasion on hiring process, still the time tested methods like pre employment on the job trial process and referrals hold the place. It is evident that these hiring methods help reducing the attrition.
Technology driven hiring process has posed a new challenge for employers also. Now the organizations have to make continuous efforts in creating their employer brand and sell in the talent market. As technology has evoked, talented persons also get opportunities to find out with which organization they can work comfortably. So, every step of hiring process of the organization should be able to sell as an employer of choice.
But, technology has its own pitfalls. It is said that applicant tracking system is also not completely accurate. Like all hiring techniques, technology is another piece of process.HR should decide the extent of use of technology in hiring process because personality, interest level, cultural fit and confidence are very subjective elements and are key factors. Technology should not be allowed to take over this human element.
The cover story of this issue talks about various dimensions of changing face of hiring. Experts have their points too to be addressed.
Anil Kaushik - Chief Editor
Business manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
Ph. : 0144-6550134
Mob. no. 09785585134, 08302173422
Business Manager :: HR Magazine
From India, Delhi
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