Managing the human capital of an organisation is a challenging task. A Human Resource manager is always on a lookout for best ways to attract and retain talent that can positively contribute to the company’s growth. Until the 90s, there were limited sources for talent acquisition and retention. Newspaper ads and word of mouth were the only ways to advertise a job vacancy. A good pay package and monetary incentives were enough to attract and retain talented individuals.

But, recruitment has evolved in the recent years. The advent of technology has changed the way we live and do business. With the millennial generation dominating the workforce and talent acquisition turning a priority, employers are adopting unconventional recruiting methods. Apart from the inclusion of background check as a chief part of the hiring process, these recent trends are bound to shape the future of recruitment in India.

Going Digital

 

As mentioned above, the digital medium has changed the way businesses operate. From marketing to sales, all business functions are being digitized, including recruitment. Gone are the days when you had to approach newspapers for getting a vacancy printed in the classifieds section. The digital medium has opened up several avenues to attract talent. Apart from job portals like Naukri and Monster, social medium is gaining popularity as a recruitment tool. Employers are leveraging social mediums to source and recruit talent. As mentioned in a news report by NDTV, social media is being used by more and more companies to recruit employees. Today’s digital-savvy generation is everywhere – LinkedIn, Facebook, Twitter, Instagram, and other social channels. This generation uses these tools to not only connect socially but also for employment. While large businesses can afford to shell out resources to attract talent, the cost-effective social media is a boon for small firms. Furthermore, applicant tracking systems and automated processes make the hiring process smooth, easy, and manageable.

Prioritizing Employer Branding

The struggle for talent acquisition has made employer branding a core part of the recruitment process. Today’s workforce analyses you through your digital presence – website and social media pages. They will only accept to work with you when they find value in your organisation and its culture. Employer branding is all about creating a positive image that gives the impression that your company is a great place to work at. Employers are using candidate personas to identify a target candidate’s likes, behaviours, goals, problems, etc. This helps them make changes to their work culture as required and build an image that matches the candidate’s persona. Website and social media are used to put up videos and content to give candidates an insight into their work culture and build interest.

Matching Millennial Expectation

The old way of attracting candidates through a good pay package or incentives no longer works. Millennials today are driven by passion to grow, make a valuable contribution, and get recognised for it. The generation will be attracted to those employers who match their values and offer opportunities to learn and grow in their career. More and more employers understand this, hence, they are building better training and development and performance appraisal systems to not only attract but also retain these candidates. Furthermore, inviting and respecting opinions of every employee rank, flexible work culture, work-from-home opportunities, are other strategies used to attract talent.

Strong Emphasis on Quality Hires

Employers want Human Resource managers to recruit candidates who can justify the resources they consume through effectiveness in their work. Firms, large and small, are realising the importance of background screening. More and more companies are outsourcing background screening to experts. While screening cannot guarantee the future acts of a candidate, it does reduce the chance of threats. With Aadhaar being linked to almost every document, screening is bound to be more reliable. Employers are realising the importance of the background screening process. As per an article in India Today, Aadhaar number has been made mandatory for students to get degrees. This is done in a drive to link Aadhaar number to educational certificates. A Livemint article also mentions that Aadhaar card has become mandatory for procuring driving license and vehicle registration. Aadhaar numbers are authenticated by biometrics and retina scans. While signatures can be forged, it is difficult to fake retina scans or biometrics. Furthermore, the government campaign to link Aadhaar to different documents and make available a repository of information on this will make screening easy and reliable.

Analytics to Quicken and Improve Recruitment

 

 

 

Businesses are looking for ways to turn the Human Resource Management into a profit centre. With data being the basis of most business decisions, recruitment was still intuition based. But, time has evolved and so has the hiring process. India is moving toward data-driven recruitment with more and more employers using market analytics to plan recruitment. Social media and online profiles of individuals have added to the information for recruitment. Social data is widely being used by employers to identify and target potential talent. With businesses expecting Human Resource Leaders to be strategic partners, the recruitment industry in India is using analytics to scan demand and supply trends, individual data, salary trends, etc. to recruit quality candidates. Additionally, making recruitment a fact-driven process also makes the task easy and quick by reducing the time spent on rummaging through hundreds of CVs.

While these were some strategies, there are several other strategies like employee referrals and hiring from within the firm are shaping the future of recruitment in India. The scarcity of talent and millennials being the major part of the workforce has triggered businesses to come up with and implement distinctive ways of recruiting. Furthermore, attracting and retaining the best has increased the importance of background check in hiring. The fact that screening assesses every personal and professional aspect of an individual giving you an insight into their behavior and history, satisfies most of the requirements of talent acquisition and retention. So, secure talent and make the most of the recruitment process by adopting background screening and implementing these trends.