Recruiters are the driving force behind the process of recruitment through technical skills assessment. A process that can be deemed successful only if it is able to provide ‘qualified candidates’ as per the requirement. Incidentally, it is also one of the key metrics of recruiters to measure their performance.
Finding and selecting the best people for your organization is still the most important HR intervention. In many organizations, the HR practices in recruitment and selection are still of the Stone Age. Someone has found a new job or gets an internal promotion. HR writes a job profile, full of required skills and competencies. The job is posted and candidates apply. HR waits a couple of weeks until there is a good batch. A long list is made, and five candidates are invited for interviews. After a couple of interview rounds, and maybe some assessment or tests, the final candidate is offered the job. She has a notice period of three months and starts six to nine months after the vacancy appeared. What are some of the current trends in the area of recruitment and selection?
No matter what business you run, you can’t afford to hire the wrong person.
Technology has hit the job seeking process. Before you analyze a resume, it usually passes through a scan you have developed, looking for specific keywords that relate to your position opening.
We have started using technology more than ever in an attempt to increase the effectiveness of our strategies and the productivity of our businesses. Digital solutions, software tools, and tech gimmicks, in general, allow us to boost our communication, track our performance, and make changes as we move forward with our business decisions. As years go by, hiring is becoming more intertwined with digital and tech precisely so that businesses can make smarter hiring decisions, stay within the bounds of the law, and make their employees happy.
‘Digital Transformation’ could very well be the buzzword of the year. But it would be a buzzword that all businesses would have to take very seriously.
Are you interested in showing your expertise and establishing yourself as an expert in recruitment and skills assessment? You are at the right place. iMocha WELCOMES contributors. Our mission is to empower Human Resource professional to hire job fit candidates faster. Writing a guest post for us will help you to reach out to more than 35,000 subscribers and 25,000 visitors monthly. Our visitors include recruiters, hiring managers, HR Directors, and HR Professionals.
In today’s world, it is harder than ever to attract high quality job candidates. Companies of all sizes are competing against each other trying to hire the best engineers, developers, sales force, marketers, and support teams. A majority of the modern day recruitment processes use pre-employment skill testing as an integral part of their hiring strategy. However, the catch here is getting candidates to give their assessments. Candidates, especially millennial find it too taxing to give an assessment test. The same is true for lateral hiring.
Today, there is a lot of buzz around the word "Candidate Experience". It does not simply begin the moment the candidate walks into the company premises rather it’s the very moment they read the job posting.
