Gone are the days when both unemployed people and youngsters looking for a job change, were awaiting Employment News to hit magazine shops every week. Then came job portals – Naukri, Shine, Times-jobs etc. Now they are also losing their shine. Current trend is recruitment through Professional platforms like LinkedIn. Communication is mainly through Whats-app and not through Email or SMS texting, for faster connectivity and response time. The recruitment style is undergoing changes every day. Uncertainty in market conditions is causing challenges to the industry. For a recruiter too, it is a big task to convince a candidate about stability and security of the job in the current scenario. In some industries, HR Managers are lamenting that they are not getting suitable candidates, especially in manufacturing sector. In some others, there is layoff, production stoppages, etc. Either way, recruiters these days are facing an uphill task.
Consequently, the challenges being faced by a Recruiter are becoming new and different very often. The Recruiter cannot afford to be kind of a white-collared broker any more. The role should be very strong, powerful and business-centric. He or she should keep in mind the expectations of the candidates, their aspirations, their life’s goals as well, their social leanings, apart from meeting the organisational requirement of selecting candidates for a right fit. A recruiter should never compromise on the quality of candidate and also give false promises to him in his eagerness to get the candidates on board.
Social recruitment – looking for the candidates who are present in Facebook and Twitter is also fast gaining ground. Social interactions, their inclinations, their beliefs, their network of people or friends, also give valuable inputs for the recruiter to assess the candidate’s suitability for the job role and for the organisation. Apart from a candidate’s professional focus, his social outlook is also being looked at these days.
In order to update himself, a Recruiter should be multi-faceted who should get updated on technology by creating organisational identities in Face Book, Twitter, and LinkedIn etc. Keep the eyes on the horizon on what is happening anew in recruitment across the world. A professional platform like LinkedIn will enable a recruiter to identify potential candidates, their skills, their endorsements etc. If a recruiter remains conservative in approach, he or she will be left behind.
Due to changes in manufacturing processes such as robotics, artificial intelligence, machine learning etc, the recruiters are expected to upgrade themselves to become shrewd operators. They are expected to understand the business of the client or their own organisation very well. The role of HR is now being called as HRBP or HUMAN RESOURCES BUSINESS PARTNER! What does this mean? The person who is putting on the mantle of Human Resource Executive or Manager should first understand the business of his or her own organisation, its challenges and complexities, its client or customer base, products, technology etc. Such deep insights into business operations will enable a Recruiter to identify the right kind of candidates during the process of recruitment. Their thought alignment with business functions will help a great deal while the recruiter is facing his or her challenges.