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.
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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.
“Gamification”
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.