Nearly Inseparable
Times have changed, and so has the way of doing business. In this context, hiring cannot remain the same as it used to be decades ago. Are the days of cover letters, resumes, and physical interviews on their way out? Are decades-old practices of employing people being replaced with methods that are more technology-driven? The answer is yes, to some extent. 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 people who will fit into their workplace. Technology and the hiring process have now become nearly inseparable.
One challenge in hiring is that, along with volume hiring in the case of new projects with set timelines, there must be a right fit to fill precise roles to help reach the next level of growth. Organizations need to fill multiple needs and meet several requirements. To meet this challenge, executive search agencies also need to become strategic partners with organizations to help them identify the people that suit their requirements and narrow hiring criteria.
The use of the internet, video interviews, and Skype to make candidates and hiring teams more accessible to each other for multi-location selection processes, social media, gamification, technological tools like ATS, and psychological tools to measure competency and behavioral aspects of candidates have drastically changed the hiring process. Game processes, talent analytics, cloud computing, and big data are becoming crucial in helping organizations learn more about prospective candidates only after playing a specially created game for a few minutes. Social media platforms like Facebook, Twitter, and LinkedIn are being effectively used to collect information about candidates, their communication skills, and their thought processes while reacting to various social incidents or conversations. Deep social media scans of candidates help companies get a better picture by knowing their values, ethics, lifestyles, and other skills.
In spite of the technological invasion of the hiring process, time-tested methods like pre-employment on-the-job trials and referrals still hold their place. It is evident that these hiring methods help reduce attrition.
Technology-driven hiring processes have posed a new challenge for employers as well. Now, organizations have to make continuous efforts in creating their employer brand and selling in the talent market. As technology has evolved, talented individuals also get opportunities to find out with which organization they can work comfortably. So, every step of the hiring process of the organization should be able to sell itself as an employer of choice.
However, technology has its own pitfalls. It is said that the applicant tracking system is also not completely accurate. Like all hiring techniques, technology is another piece of the process. HR should decide the extent of the use of technology in the 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 the changing face of hiring. Experts have their points too, which need to be addressed.
Regards, Anil Kaushik
Chief Editor Business Manager-HR Magazine B-138, Ambedkar Nagar, Alwar-301001 (Raj.) Ph.: [Phone Number Removed For Privacy Reasons] Mob. no. [Phone Number Removed For Privacy Reasons], [Phone Number Removed For Privacy Reasons]
Business Manager :: HR Magazine
From India, Delhi
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181Times have changed, and so has the way of doing business. In this context, hiring cannot remain the same as it used to be decades ago. Are the days of cover letters, resumes, and physical interviews on their way out? Are decades-old practices of employing people being replaced with methods that are more technology-driven? The answer is yes, to some extent. 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 people who will fit into their workplace. Technology and the hiring process have now become nearly inseparable.
One challenge in hiring is that, along with volume hiring in the case of new projects with set timelines, there must be a right fit to fill precise roles to help reach the next level of growth. Organizations need to fill multiple needs and meet several requirements. To meet this challenge, executive search agencies also need to become strategic partners with organizations to help them identify the people that suit their requirements and narrow hiring criteria.
The use of the internet, video interviews, and Skype to make candidates and hiring teams more accessible to each other for multi-location selection processes, social media, gamification, technological tools like ATS, and psychological tools to measure competency and behavioral aspects of candidates have drastically changed the hiring process. Game processes, talent analytics, cloud computing, and big data are becoming crucial in helping organizations learn more about prospective candidates only after playing a specially created game for a few minutes. Social media platforms like Facebook, Twitter, and LinkedIn are being effectively used to collect information about candidates, their communication skills, and their thought processes while reacting to various social incidents or conversations. Deep social media scans of candidates help companies get a better picture by knowing their values, ethics, lifestyles, and other skills.
In spite of the technological invasion of the hiring process, time-tested methods like pre-employment on-the-job trials and referrals still hold their place. It is evident that these hiring methods help reduce attrition.
Technology-driven hiring processes have posed a new challenge for employers as well. Now, organizations have to make continuous efforts in creating their employer brand and selling in the talent market. As technology has evolved, talented individuals also get opportunities to find out with which organization they can work comfortably. So, every step of the hiring process of the organization should be able to sell itself as an employer of choice.
However, technology has its own pitfalls. It is said that the applicant tracking system is also not completely accurate. Like all hiring techniques, technology is another piece of the process. HR should decide the extent of the use of technology in the 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 the changing face of hiring. Experts have their points too, which need to be addressed.
Regards, Anil Kaushik
Chief Editor Business Manager-HR Magazine B-138, Ambedkar Nagar, Alwar-301001 (Raj.) Ph.: [Phone Number Removed For Privacy Reasons] Mob. no. [Phone Number Removed For Privacy Reasons], [Phone Number Removed For Privacy Reasons]
Business Manager :: HR Magazine
From India, Delhi
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