MODERN RECRUITMENT TRENDS AND STRATEGIES

-

 

Today’s hyper competitive business environment requires precise calculations, monitoring and timely actions to make sure that organizations can recruit the best candidate for the job with the right attributes, set of skills, knowledge, experience. The recruitment and selection process has become one of the most important if not the most, process in the organization and it has evolved a great deal. (Karishma, 2016) This has forced organizations to evolve and rethink their ways of recruitment and also candidates are now more than ever, required to adapt and follow modern recruitment methods so that they are noticed by hiring organizations. (Ployhart, 2006)

 

With the use of strategies such as ‘recruitment marketing’ and blending them with current strategies and practices of the organization, potential candidates are very much aware of what organization they are applying for even before they actually start the process of applying for jobs.(Ployhart, 2006) Since no one company has developed the perfect staffing methods, it’s simply a matter of making incremental developments to current practices of the organization (Lavigna and Hays, 2004). Following are some of the emerging trends and improvements of recruitment.


  •     Corporate talent network: This an online network platform which promotes brand of the organization and attracts candidates through partners, suppliers, alumni, customers and even employees (Karishma, 2016). According to (Tsao, Pitt and Berthon, 2006), cognitive psychology suggests that buyer based brand equity is a consequence of the performance and personality of the brand, and is reflected in the perceptions of buyers. Thus, a talent network works as both as a tool for brand advertising and talent search.


  •      Applicant Tracking Software: Applicant tracking software also knows as (ATS), is a highly advanced software used by organizations to modernize the recruitment system. It is capable of managing the entire process of recruitment from advertising, interview management, application call up, resume tracking, prescreening questionnaires and even making an excellent candidate experience.(Karishma, 2016). Some even argue that posting personal information online to be tracked by software poses a threat to privacy and that software are not able to capture the true essence of a candidate (Sułkowski and Chmielecki, 2014).


  •           Focus on passive candidates: Traditionally recruiters gave opted to focus on active job seekers but recently more and more organizations have realized that 73% of candidates are actually passive candidates, where they are not actively seeking for jobs but are open to new offers and opportunities (Karishma, 2016). Sophisticated recruiters understand how to differentiate between active and passive candidates moreover most organizations believe that pigeonholing candidates into these categories is unproductive but better to match candidates to jobs (Hanigan, 2015).


Figure 1: Elaboration of Passive and Active candidates.

SOURCE: (Hanigan, 2015)


  • Corporate Branding: This is another form of modern recruitment that is being widely used around the world. Organizations use various forms of advertising and brand promotions to highlight the attributes and the quality of the organization, what sets them apart and also what it means to the candidate to work for the particular organization. (Narayanan, Rajithakumar and Menon, 2019) Sri Lankan Airlines for example has a very interactive website and LinkedIn page where they have impressively highlighted company awards, partnerships with other airlines, company values and how the company puts employee’s values first.


Figure 2: Various Modern recruitment strategies used by organization.

SOURCE:(Vijay, 2021)


Video 1 illustrates how LinkedIn has researched and found out the 3 key trending and innovative recruitment strategies.


Video 1: Key global recruiting trends

SOURCE: (LinkedIn Talent Solutions, 2015)



List of References.

  • Hanigan, Maury. (2015). Understanding the Passive Candidate to Increase Recruiting Response. Employment Relations Today. 42. 10.1002/ert.21486.

  • Karishma, C. and (2016) ‘Best Practices and Emerging Trends in Recruitment and Selection’, Journal of Entrepreneurship & Organization Management, 05(02). doi: 10.4172/2169-026x.1000173.

  • Lavigna, R. J. and Hays, S. W. (2004) ‘Recruitment and selection of public workers: An international compendium of modern trends and practices’, Public Personnel Management, 33(3), pp. 237–253. doi: 10.1177/009102600403300301.

  • LinkedIn Talent Solutions, 3 Key Global Recruiting Trends for 2016. Available at: https://www.youtube.com/watch?v=h3g99lHRP68 (Accessed: 11 August 2021).

  • Narayanan, A., Rajithakumar, S. and Menon, M. (2019) ‘Talent Management and Employee Retention: An Integrative Research Framework’, Human Resource Development Review, 18(2), pp. 228–247. doi: 10.1177/1534484318812159.

  •  Ployhart, R. E. (2006) ‘Staffing in the 21st Century: New challenges and strategic opportunities’, Journal of Management, 32(6), pp. 868–897. doi: 10.1177/0149206306293625.

  • Sułkowski, Ł. and Chmielecki, M. (2014) ‘The use of Social Networking Sites in modern recruitment – empirical study’, Przedsiebiorczosc i Zarzadzanie, 15(2), pp. 63–73. doi: 10.2478/eam-2014-0017.

  •  Tsao, H. Y., Pitt, L. F. and Berthon, P. (2006) ‘An experimental study of brand signal quality of products in an asymmetric information environment’, Omega, 34(4), pp. 397–405. doi: 10.1016/j.omega.2005.01.001.

  • Vijay, R. (2021) ‘impact of job profile on the selection of modern recruitment techniques by potential job seekers-a study across bangalore city Page No : 390’, (August). 







Comments

  1. Udaya Perera3 September 2021 at 10:51

    It is evident in the discussion that talent management plays a major role in retaining competent employees but the respective academic studies also elaborates that the relationship between the talent manegement and employee retentions has its limitations (Narayanan, Rajithakumar and Menon, 2019).

    ReplyDelete
    Replies
    1. Kavan Seneviratne5 September 2021 at 09:04

      Agree with you Udaya.If the company has a good talent management system in place, it will be much easier to deal with staff retention to some level than if it doesn't. In order to adequately ensure that productive staff can be retained, organizations need look into other retention measures as well. (Narayanan, Rajithakumar and Menon, 2019)

      Delete
  2. Sumeera Nawarathne4 September 2021 at 02:04

    Agreed with you. There are several trends facing the aviation industry where there are some trends which are related to the recruitment of the people as well. According to Gupte (2020), there is a trend in increasing the growth in jobs in demand such as ground operations, customer service and cabin crew where HR managers face challenges in finding the right skill levels. In addition to that there is another trend for conducting interviews online where there is a problem of identifying the right candidate for some jobs like cabin crew.

    ReplyDelete
    Replies
    1. Kavan Seneviratne5 September 2021 at 09:08

      Exactly Sumeera. In recent years, technology has played a significant part in the recruitment process, benefiting both businesses and potential candidates (Aon, 2017). Applicants can use realistic job previews, for example, to examine the reality of any career and determine if the culture and job are a good fit for them. But there are certain job roles that still do need face to face selection criteria as you mentioned to make sure that organizations choose the most suitable candidate for the job role.

      Delete
  3. Kavan Seneviratne5 September 2021 at 08:59

    Exactly Nimna. Online or e-recruitment methods of recruitment and selection have proven to be immensely cost effective and productive during the past couple of years. Especially within the current context of the COVID-19 pandemic, organizations have no other alternative than to stick online recruitment methods thus these methods have grown exponentially leading to better selection methods and finding the right candidate. (Shawn, 2020)

    ReplyDelete
  4. Thushari Senevirathne6 September 2021 at 08:16

    According to Gusdorf (2008), definition of recruitment, it is a process of attracting sufficient number of appropriate people in proper time. as my suggestion it is important to consider e-recruitment process which employer can practice with this pandemic situation. Many scholars and researches identified effective trending sources as job portal, newspapers, corporate website, social networking sites and referrals (Sangeetha, 2010; Zottoli & Wanous, 2000).

    ReplyDelete
  5. T L A Lasanthi Chathurika7 September 2021 at 21:07

    This comment has been removed by the author.

    ReplyDelete
  6. T L A Lasanthi Chathurika7 September 2021 at 21:09

    This comment has been removed by the author.

    ReplyDelete
  7. T L A Lasanthi Chathurika7 September 2021 at 21:12

    This comment has been removed by the author.

    ReplyDelete
  8. T L A Lasanthi Chathurika7 September 2021 at 21:14

    This comment has been removed by the author.

    ReplyDelete
  9. T L A Lasanthi Chathurika7 September 2021 at 21:15

    This comment has been removed by the author.

    ReplyDelete
  10. Nuwan Randika Wijesinghe7 September 2021 at 21:33

    Agree with you. One of the main differences between traditional requirements and online recruitment is that the tasks in the conventional recruitment process are sequential, while the technology in the e-recruitment makes those same tasks to be able to carry out simultaneously Holm (2012). Therefore, e-recruitment is considered to be faster, cost-effective, and more result-oriented.

    ReplyDelete
  11. Samuddhi Menaka Alawatta8 September 2021 at 21:48

    Agreed. Last few years e-recruitment systems have explosively expands all over the world. Allowing HR departments to reach large audience at small cost(De Meo et al., 2007).

    ReplyDelete
  12. Roshini Herath9 September 2021 at 02:03

    agreed with your argument and Recruitment is the process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organizations. It is the central function of human resource management (Ana Pual 2016)

    ReplyDelete

Post a Comment

Popular posts from this blog

CHALLENGES FACED BY ORGANIZATIONS DURING RECRUITMENT AND SELECTION PROCESS

-
Image
  Recruitment and selection is a pivotal process with regards to the sustainability of an organization. In the long run, if an organization is not capable of having a well-oiled process, they run the risk of employing the wrong candidates for the positions. (Rozario, Venkatraman and Abbas, 2019) Organizations face many challenges in achieving this due to various external and internal issues and it is important that these issues are dealt with incremental developmental goals (Baron, Musthafa and Agustina, 2018) . According to (Rozario, Venkatraman and Abbas, 2019) , improving the selection process by training the interviewers, building recruitment strategies to increase the predictability of the right applicant, applicants trying to fake their personalities and resumes to get selected in the interview process are some of the key challenges faced by organizations. Another major challenge faced by organizations is the competition to recruit good talent. Smaller organizations are le...
Read more

INTRODUCTION TO RECRUITMENT AND SELECTION

-
Image
  INTRODUCTION TO RECRUITMENT AND SELECTION     In the current competitive market, it’s not only the employees who are finding it difficult to find a job but employers as well are finding it increasingly difficult to find the best and most qualified candidate for the job role (Parvin Eva, 2018) . An effective recruitment and selection method would lead an organization to achieve their goals and with cost effective measures and also ensure that the right number of qualified personnel are chosen (Ofori and Aryeetey, 2011) . Hence organizations should practice proper strategies involved in recruitment and selection and place the right set of employees in key positions to increase organizational growth and sustainability (Parvin Eva, 2018) . RECRUITMENT   Recruitment is the process in which an organization (in most cases the HR department), attracts potential prospects for various job roles within the or...
Read more

STEPS IN THE PROCESS OF RECRUITMENT AND SELECTION

-
Image
  STEPS IN THE PROCESS OF RECRUITMENT AND SELECTION The objective of a good recruitment process is to hire the best available candidate for the vacant post in order to achieve the goals of the company. This is very time consuming process but one which requires a lot of patients because and undesired or wrong hire could mean disaster for an organization and also a missed opportunity to hire the correct candidate (Mascarenhas, 2011) . Getting recruitment processes and techniques spot on is crucial and is distinguished by knowing what the organizations wants and also where to get it (Tomčíková, 2016) . Common steps in a recruitment and selection process are as follows.          Job vacancy: The first is when a vacancy is made available due to the fact that either an employee has left the organization, retired or due to the fact that a promotion has left the position vacant (Kapur, 2018). There must be good team work during this process between Managers and...
Read more