9 Disruptive Ideas to Improve Quality of Hire
Despite the great technological advancements in the field of recruitment, its core has still remained the same: Employers need to hire, but have very few options that are available. Either they advertise on job boards, ask their employees for referrals, ask a recruiter to find a candidate or outsource it to recruitment service providers. The process is slow and expensive. Recruitment has not yet embraced technology completely. It has just focused its attention on marginally improving certain functions, with no major impact on the recruitment process altogether.
Today, we are in the age of the open talent economy—a collaborative, transparent, technology-enabled, rapid-cycle way of doing business. An economy where both the employer and the jobseeker are on the same level and in a more open environment than ever before. Recruitment, as a function, might have evolved slowly but it is at the cusp of a massive disruption. High employee dissatisfaction, low quality of hire, ignoring passive candidates and spending a lot of time hiring the other 10-20% of workforce are all reasons why companies will seek to reengineer recruitment. Automation is not the answer to all the recruitment woes. Sometimes, it requires changing the perspective with which you look at things.
Here are 9 disruptive hiring and recruiting ideas for improving the quality of hire and also job satisfaction:
1. Our jobs are a series of challenges, tasks and learning opportunities. By sticking to this basic definition and not looking at people on the basis of their skills, compensation and the need for another job, you will be able to create building blocks to being a steady recruiter. For example, GitHub and StackOverflow, which were initially started as places to share coding, eventually evolved into job platforms in which engaged users could be invited to apply to jobs for companies like Apple and Google. There’s CodinGame, where programmers were initially played and solved puzzles to improve their skills. Eventually, it became a place for hunting and recruiting.
2. Businesses have used customisation as a way to stand out from the crowd. Earlier, we would have candidates customising their resumes according to the job or just try and fit into the job somehow. Now, it is time to customise the job instead of the person and that too in real time. It will be easier to modify the job according to a person’s needs rather than trying to fit the person into the job. This is true especially for lateral transfers and a bit of tweaking will go a long way in retaining the employee.
3. While hiring, most recruiters go after the active candidates rather than passive candidates, possibly because it is tougher to convince the latter. The job of a recruiter should be to hunt for the best possible talent and that search should be directed at the entire talent market. Once the candidate is in, the person will be allowed to explore other situations based on career needs and risk orientation.
4. Soon, we will not need individual job postings. Because jobs will be defined as a set of tasks and challenges, individuals will not have to reach out to apply specifically for a job. The candidate will be given a list of prioritised career moves at the touch of a button.
5. We are fast moving to the time where hiring managers undertake the entire exercise from start to finish. The high-volume transactional recruiting model of the past will be replaced by the driverless recruiter of the future.
6. Jobseekers won’t need to network to get better jobs. With the emergence of automatic networking, a person’s first and second-degree connections will be searched to introduce candidates to intermediaries with open opportunities.
7. The role of the recruiter will change from transactional to advisory. Likewise for the jobseeker, career planning will become the rule rather than the exception. Instead of job-hopping, the candidate will plan for a career in a specific field.
8. While job boards will be used only to fill short-term needs, hiring managers will be given a list of High Potential candidates to fill open jobs in the coming year. This would allow them an extended period of time to conduct an evaluation without the pressure of hiring immediately.
9. Companies need to pay attention to learning, job satisfaction and individual growth in the next few years. If optimised fully, the benefits will far outweigh the costs. But, the road won’t be easy. There will be resistance to such processes as these disruptions are revolutionary in nature. Some revolutionaries are willing to implement these ideas to gain the competitive advantage. Isn’t that how all revolutions begin?
For disruptive and customised hiring solutions, register with MeraJob.in.
You may like to read this
MeraJob September 20, 2016
Leadership Lessons That Facebook’s HR Chief Swears By
Marcus Buckingham and Curt Coffman's First, Break All the Rules (1999) has become the bible of people management ever since Lori Goler, Facebook’s VP of People, prescribed its lessons to all hiring managers. Buckingham and Coffman were analysts at Gallup at the time when the book were written, and...
MeraJob September 27, 2016
How to Hire the Best Candidates for the Job
The success of your company hinges on the people you hire. As recruiters, we’re looking to hire only the best people out there. But is there a way to be assured that we’re reaching out to the best talent? Traditional job portals are often restrictive in that they only allow a very small segment ...