The job market has undergone a fundamental change in terms of technologies, sources of recruitment and competition in the market in the last few years. Until recently, majority of hiring was taking place through in-house recruitment teams as well as internal referrals.Slowly and steadily, the employment market in India is moving from fragmented to a more organised one. The HR professionals handling the recruitment of the organisation are constantly facing new challenges in terms of adaptability to globalisation, process analysis and strategic prioritisation.
Alain Souny, India HR director & group HRIS head, VP, Technip shares 5 game-changers in recruitment to watch out for in 2014:
- Effective use of social medium: The immediacy and speed of the recruitment process will be essential to remain competitive. Today, recruitment professionals need a sourcing platform which is flexible, adaptive and responsive to close ‘sudden openings’. This could be due to an increase in attrition as a result of globalisation and rising demand for specialists. There are chances of having a lower ROI for traditional recruitment platforms like hiring advertising, corporate website etc. The focus will shift towards improving the various ‘selling components’ of recruiting. All heavily used channels like large job boards, FB, job fairs will continue as sourcing platforms for high-volume-low-quality recruitment. In order to stay ahead of competitors in the job market, it’s time to attempt to personalise recruiting and target recruiting pitch specifically on search engines to individual high value prospects.
- Position prioritisation: In the Indian job market, middle to senior level professionals are in highest demand across most industries, with employers seeking strong management skills and international exposure. The increased hiring volume coupled with budgeted resources will require most organisations to prioritise their jobs and allocate resources accordingly towards filling revenue generating and high-business-impact positions.
- Encouraging diversity: Diversity leads to increased creativity and therefore to improved performance. Recruitment policies should be supportive of creating a conducive and harmonious working environment and perfectly balance men and women in the workforce.
- Salary no longer the sole attraction: Today, job seekers are keen to work with quality brands. The new generation is comfortable shifting away from basic secure workplaces to more exciting workplaces. Therefore, employer branding and visibility has a significant impact on talent acquisition. Following measures can be beneficial in enhancing employer image:
- Employee friendly policies like flexi-hours, work-from-home, tie-up with crèche for working mothers can be top-ups in addition to salary
- Social responsibility towards sustainable development at the local level – increasing well-being of the stakeholders, local employment through training, technology and skill transfer, supporting socio-economic initiatives
- Opportunity to work at international locations attract job seekers for an inspiring career growth
- Employee engagement activities at workplace specific to local celebrations, internal contests, day-out for departments etc, gives mileage to create a perfect work-play balance thereby, improving job satisfaction
- Targeting potential college and passive talent: Association with educational institutions and partnership with universities to target potential employees and facilitate industry specific training becomes the need of the hour. The demand for college talent in key majors and management for specialised courses will continue to increase. A re-engineered college model can be expected in areas of global campus recruiting, recruitment from online universities or making passive candidate into a prospective one.
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