Recruiting top talent? ‘Spray and pray’ is NOT the way to go!

Whether you are a multinational, a rapidly growing mid-sized business or a teething startup, recruitment is bound to be one of your perennial business challenges. Digital presence and social media outreach have made it easier for your HR or recruitment agency to garner mass interest in your job requirement. However, that does not necessarily guarantee that you will find your ideal candidate. “Spraying and Praying” may have its benefits, but it doesn’t work in recruitment anymore. Here is why you need a definite recruitment strategy.

Beyond the Number Game
For most recruiters, recruitment is a number game – reach out and interview as many candidates as you can, and you will eventually find the right fit. While these basics still hold some place in recruitment strategy, the nature of candidates has evolved. The sheer number of specializations offered by schools today indicates the amount of graduates available for hiring every year. In Singapore alone, the number of degree holders increased from 26% in 2000 to 51% in 2013. Such growth makes it impossible to manually assess each candidate.

Resume v/s Talent
As the talent pool gets bigger and better and individual assessment is ruled out, recruiters have the option of screening candidates based on their CV’s. However, with a wide variety of CV templates available on the Internet and a number of seemingly qualified candidates, it may not be fair to screen them on the basis of the skills they mention without actually testing them. Additionally, there is bound to be several candidates with similar qualifications and experience. Even with good internal CV screening software and seasoned recruitment instincts, there is always the risk of filtering out good talent.

You are “telling” your role, not setting an experience
The run-of-the-mill recruitment processes – like advertising, shortlisting & interviewing – lack transparency and engagement. You list out your requirements and assess your candidate based on an interview or a case study – a case study that the candidate has probably already prepared for, off the Internet. In many cases, this is an inaccurate and non-objective assessment of your candidate’s skills. Additionally, the blanket assessment practices do not give your candidate a feel of the role they are interviewing for or the brand they will be working with. Whether a candidate is a fit for the role cannot just be theoretical; it needs to be explored and agreed upon.

Roping in Gen Y
According to a report by Manpower Group, up to 1/3 of the global workforce will be made up of millenials by 2020. Naturally, most companies have taken that fact as an indication to evolve, doing what they can to lure in Gen Y candidates. As such, blanket recruitment strategies may no longer work. If you want a sizeable number of Gen Y to join you and stay loyal, make sure to speak their language. Weave more dynamic social and interactive experiences into your hiring strategies.
Nowadays, technology is developing different sectors and making them more competent and resourceful; HR is not far behind. Here are three ways you can use technology to improve your hiring strategy:

#1. Data Analytics

Analytics can be used by companies in several ways. For recruitment in particular, it can help you efficiently filter through the noise and shorten your pool of candidates. This can be done by analyzing existing employee data, their productivity and engagement, and accordingly build an ideal employee persona. The company can then hire employees that replicate or compliment these personas as required. Alternatively, analytics can be used to directly assess your CV pool and shortlist candidates. Models for these analytics can be built in- house by your data analysts or you could use online tools and platforms available in the market.

#2. Social Media Integration

Whether its building the employee brand or outreaching for talent, there is no escaping social media. According to LinkedIn’s 2016 Global Recruiting Trends, emphasis on employer branding stays top priority with 47% of the respondents working on outbound recruitment strategies through social media. Companies should ensure that 1. their recruitment strategy has space for social media integrations and 2. their recruitment partners also use social media efficiently to prospect and engage with potential candidates.

#3. Gamification

Gamification adds an element of fun and engagement to your hiring processes. Given an increasing talent pool with seemingly similar backgrounds, testing candidates’ actual skills should take center stage. Recruitment platforms like HackerTrail tailor company job requirements into creative online challenges for candidates. Gamification, through challenges, help companies duly assess the candidates – all the while making the process exciting for them.
As people and technology evolve over time, so must the inner workings of businesses. Today, technology has made HR functions and recruitment processes more efficient and resourceful. It’s time that you move away from the one-size-fits all recruitment strategy and tailor your assessment processes to reflect your brand and your hiring needs.

Need someplace to ignite your inspiration? Check out our new product at HackerTrail – the Marketplace.

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