Technology is innovatively disrupting how companies hire with the help of data analysis. The Chief People Officer of SRL Ltd. analyses the latest trends…
Businesses today are highly unpredictable in the VUCA (Volatile, Uncertain, Complex and Ambiguous) environment. In this fast-changing landscape, organizations are rethinking their strategy and realigning HR and other functions to deliver results.
Considering the increased focus on peoples’ capabilities and the asymmetric talent war in the market, the role of talent acquisition has become critical. Over the years, the role of the talent acquisition has changed considerably from a traditional, number-focused and inward function to a quality-focused and outward function.
Hiring talent has become highly transactional. The tedious candidate searches the endless scheduling, and the repetitive screening can be inefficient and mind-numbing. It’s time for a new era of recruitment focused on the more gratifying aspects of the job — the human and the strategic part. To do so, it is important to understand the big hiring trends. Let’s take a look at the factors which are changing the dynamics of sourcing talent.
TRM accelerating quality hires
Talent Relationship Management (TRM) goes beyond candidates to encompass contingent workers (external talent networks) and current employees (internal talent pools) in a holistic approach to identifying, engaging and building talent networks. A large number of progressive companies say that their highest-quality hires are internal candidates.
Consulting giant Mercer has found that 79 percent of the organisations are focusing their efforts towards building and promoting their own talent from within, and nearly half of them (48 percent) are increasing their recruitment from the external labour pool. 2018 is expected to be the year when TRM will hit the mainstream.
Social recruiting strategy
Best-in-class companies are 32 percent more likely to engage candidates via social media, recent studies suggest. Investment in social media strategies, recruitment marketing and increasing use of social listening tools will reach even the most stalwart laggards in 2018.
The better off organisations say strengthening their employer brand is a top priority – since any disconnect between what employers are trying to ‘sell’ and the reality of working in an organisation is quickly uncovered on social media.
Candidates are turning to social media in droves for job search activities. In contrast, organisations have been slower on the uptake. The trend is likely to change with astute recruiters going from Facebook, LinkedIn and Twitter to Instagram, Pinterest and Snapchat in a bid to catch the right talents.
Agility over experience
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