Internet has taken the world by storm. There is a lot of happening around us technologically wise. Gone are the olden days of “slow and steady wins the race” kind of saying? Nothing has been left untouched. If we say that new technological avenues have opened up in the job search, it wont be false.
Knowledge is progressing fast and the scenario that we saw some years back has totally transitioned to a smart scientific approach in the job market too. While there has been a dramatic shift to a strata driven job search supported by recent trends, Analytics and social media happening, companies that are still using traditional ways of recruitment can be easily left behind their sharp, tech savvy competitors.
Since the job job market changing almost daily, the same ruling a year back is no more the classic example of how a job should be evaluated. Whether it is small or big recruitment consultancy, the latest features must be followed to survive in this internet encapsulated world. Those not aware of the trends will soon fall out while others will be able to flourish and make the competition tougher.
What Recruitment Agencies do to sustain growth in the current competitive marketplace
The Recruitment Agencies in India is using several modern approaches to glorify the recruitment industry in this digital marketplace over the coming years. Here’s how:
Absorbing Technology: With recent hi-tech applicant tracking systems, a lot of matches are covered in using these systems and this makes up for a faster candidate catch to the recruiting body. There are both big and small companies who are stressing on professional candidates who too are acquainted with the basics of the IT industry as the candidate must be smart enough to be part of the innovative team of the company.
Best candidate for best job: Even the recruitment process is driven by stiff competition and result orientation. They try the best match making practice to find the right person for the right job. This trend has created the demand for professionals in recent times. A quick evaluation process followed by aptitude tests, logical reasoning an make for a positive hiring. So instead of multiple people come in to select a single candidate, evaluation by a single team member of a candidate is equally effective these days as he is aware of the depths of the job being assigned.
Social Media: Social media has a great impact on the digital marketplace in the world. Companies that simply ignore this fact cannot survive their competitors. So they are tapping in a candidate’s social media presence just as Facebook and Twitter have become an important part of our daily lives. Apparently, a company would prefer LinkedIn data to extract out a desired candidate because it will save time and money. Since there are 243.2 million internet users and 106 million active social media users from a population of over 1200 million globally, the use of social media hiring cannot simply be ignored and is thriving quite successfully at this time.
Analytics: instead of relying on manual systems, digital analytics have been giving us reliable, strong and ultimate recruitment support with the help of strong database of the candidates. Recruiters can easily now create talent profiles they are searching for the company on their CRM by inducing certain data like details of experience, skills and qualifications required for each role. India is also not far behind using analytics to source valuable candidate information. Now as the global recruitment industry is depending on analytics. India will not be far behind.
Referral by Employee: More importance is given to employees for referring their friends or ex-colleagues by their current company. For this to happen, most companies give a fair amount of referral fees to the existing employees once their referred candidate is hired. This strategy is indeed time saving and fast because the whole process of immense data scanning and sorting out is saved. As more and more companies are following the same route, it is a bit of competitive for recruitment agencies to sustain the culture.
Knowledge and exposure: Recruitment consultants always use their pool to excavate old candidate names having rich experience who come up at a point in time during interview or first round assessment. Since dense knowledge and exposure make a candidate for a perfect employee, hiring the best talents and resources is always the prime focus of recruitment agencies.
In total, a recruitment agency must renovate ideas and upgrade to the existing challenges in this competitive environment to offer the best talents at the earliest possible time as candidate referral means business to them.
