CXO Bytes

IT hiring evolving for the Remote Gen Z Talent

While IT recruitment is continuously evolving in the last decade, the last 4 years have been crucial.  The lockdown literally forced the traditional organization to think innovatively and out of the box. A whole range of ideas which would have been just a theory on paper were forced to be brought into action and several companies have reaped the benefits. Let us focus on the top 3 major changes that organizations are getting used to and which most probably will continue for the next decade to come.

Most of the changes are broadly keeping in mind GenZ Talent who is the new face of the modern workforce. Most of these folks graduated in 2020 to 2021 during the peak of the pandemic and many of them graduated remotely!

 

Now, Hiring talent is all about being Remote First

For the IT Industry at least, remote work is starting to become the new normal. Gone are the days of pitching a tent and moving your family to a new city just because you found a job there. Now, the talent is able to stay close to home while doing their jobs, which is great news for everyone involved. More than Remote Work, Remote Recruitment is saving companies and talent a huge load of time and money. For Example, Take Online Assessments – It saves a huge amount of time! Candidates no longer have to fly between cities to give job interviews. This allows the employer to conduct more assessments in the comfort of the candidate’s home and get as much as data points about the candidate.

The more we get to know about people and their skills, the better our hiring decisions are. It’s about using data to figure out what kinds of candidates are the best fit for your business and then finding ways to get those people in your doors. Not just that, data-driven hiring has proven to reduce the cost of a wrong hire. Hiring the wrong person for the job can be costly. It could be as little as a few hours of lost productivity, or it could be tens of thousands of dollars in training and lost revenue.

 

Gig Workforce vs Full-time Employees

Staying in a company for more than 10 years is not the current trend, young graduates look at Fastrack growth and they want new challenges every now and then. This has led to the sudden uprise of the Gig Economy. A recent report said that India’s gig workforce would reach  2.35 Crore in 2022. It’s true, the gig economy is a growing trend, and it’s one that’s going to have significant implications for the way we work—and for the kind of people we hire. In a gig economy, temporary jobs are commonplace, and companies hire independent contractors and freelancers instead of full-time employees.

The gig economy offers a lot of flexibility and efficiency, which is something that drives the new era of employment. The Gig economy offers more promising opportunities, freedom of choice and control of time for Gen Z talent. Employers are starting to rely more on Gig Workers as they come with the required skill and relevant experience for the job and above all do not expect to be retained in their payroll.

Flexibility is appreciated by both sides.

The AI-driven Workforce 

A survey by Xobin found that 72% of HR professionals believe that hiring for tech roles is the toughest task. In a job market that’s tight and competitive, the traditional methods of hiring are losing ground to newer, more innovative methods. Companies rely on tools that could help them find the best talent who would most likely accept their offer.  Sourcing tools that mine the online communities and suggest potential candidates reach out to are in demand.

When it comes to screening, AI-driven assessments that can prevent malpractices from candidates and suggest the best candidates to shortlist for the next round of hiring are in demand.

Post Recruitment, AI bots continuously engage with the talent and ensure they are happy and productive on the job.

While the above emerging trends show promising results, several challenges must be addressed. Cheers to the HR Tech Companies that are working to build the future of work.

 

(The author is Mr. Guruprakash Sivabalan, Founder & CEO, Xobin.com and the views expressed in this article are his own)

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