The super active and ultra-competitive business backdrop of the modern, technological era is becoming increasingly difficult to keep pace with for the hire rs of business organizations. The employment or hiring of the right people who are possessing specific skills required for a particular job is the most critical part of the responsibilities of the Human Resource(HR) department of any organization or company. Since the art of searching, selecting and recruiting the best talents is integral to the success of every business organization, conforming to the latest trends concerning the selection and employment process is of crucial importance. In this article, a detailed discourse ensues on the different phases that constitute the entire selection process.
Eminent connoisseurs like William Almonte touches on the top expedient and viable practices that can be adopted by recruiters and hires in order to make the selection process all the more interesting, hassle free and simple.
Recruiters should go from reactive to proactive
So far in the domain of recruitment in renowned companies and organizations, the swing from reactive to proactive recruiting policy is considered the major shift that has been made keeping in mind the current trends of hiring. As per WilliamAlmonte Mahwah , a proactive recruitment process is all about getting a well-planned recruitment structure and configuration. The Human Resource Management of the company is supposed to keep a provisional track of the number of employees who might be leaving the organization within the next year. Keeping such a speculative reckoner shall effectively serve as an aid to determine the type and number of recruitment in individual domains for the instant or imminent year. Furthermore, the most expedient policy for a proactive recruitment department of an organization should be the policy of hiring with the objective of bracing up the potential of a working team, and not for merely filling up vacancies.
Hiring for specified assignments, not just for jobs
Yes, the latest trends tend to impel the recruiter to keep a more flexible approach, when it comes to meet the need of the situation by recruiting for particular assignments. The art of quickly finding out the eligible candidates who can carry out with efficiency, the concerned assignment, is the factor which tests the efficiency of the HR person or the recruiter.The online platforms connecting professionals all over the world help to expedite the task of the incumbent recruiter.
The ATS or Applicant Tracking Software
One of the thriving trends that have emerged in the recruitment processes of companies is the extensive adoption and use of the Applicant Tracking Software (ATS). The ATS is a utilitarian software that has been designed with the outlook of executing an effortless monitoring of the entire recruitment process of a business organization. It focuses on the convenient posting of job openings, communicating interview requests to eligible candidates over the email, automated ranking of online resumes and several other relevant recruitment tasks.
The gamification mode allows for an advanced and interesting interview process, in which the interview of the candidate is done by means of playing a game. The game is designed and constructed to be played in such a manner that the relevant skills and potential of the candidate can be traced effectively, making the process all the more fun and enjoyable at the same time to the interviewee.