On April 28 2016, TRG International continued its Talent Management webinar series with the topic “What’s New in Recruitment Task?“. The discussion in this webinar revolved around new aspects in recruitment, which has sounded so routine to HR personels.
1. The use of ATS (Applicants Tracking System) is on the rise lately. These systems play vital role in storing and processing a huge number of resumes from candidates as well as help recruiters filter out unqualified candidates with the utilisation of screening questionnaire or integrated assessment packages. With the implementation of ATS systems, time for paperwork would reduce considerably and recruiters have more time to focus on the quality of recruitment.
ATS can be developed in-house or adopted from a particular distributor. However, the first and foremost condition that organisations should satify is a fixed hiring process because an ATS would do nothing helpful if the recruiters have no idea how it would assist them in the recruitment process of their organisations.
2. Organisations should pay more attention to employer branding. The competition in talent market is as severe as normal product or service market and organisations should implement initiatives to attract more candidates. Social media (facebook, twitter, linkedin…) are popular choices alongside the traditional way to source candidates. Also, organisations can come up with creative methods to appeal the candidates and at the same time, promote their culture and value.
One reminder for organisations in this aspect is the “target customers”. Promoting the employer is no difference from promoting a product or service, which requires the identification of targeted audiences for their branding initiatives.
3. Recruiters should take into consideration both attitude and aptitude aspects of candidates as both are important to the success in a particular position. Organisations might utilise the various methods of background check, reference check or scientifically-proven assessments to discover more about the aptitude side of the candidates. We recommend using assessments as these tools help recruiters understand the candidates in a total-person scale.
However, these tools do not guarantee 100% right hiring decision. Instead, assessments provide more information to understand the candidates, from which reduce the risk of wrong hiring for organisations. Therefore, HR personels should do careful research on the reliability of the assessment as well as its suitability with the organisational working environment and the vacancies.
4. Managing and attracting Millenials (born 1980 to 2000) is different from managing those from earlier generation. Millenials have the tendency to change jobs quickly, resulting in the high turnover rate in companies. Hence, you need to know which aspect in your organisation would appeal them and if your organisation can provide what they need such as: career development opportunities, flexibility at work, freedom to apply technology at work or integrity.