To win the race of accelerated digitalization, organizations are constantly evolving their hiring strategies. As the crisis unfolds, these organizations are buckling down to refine their hiring process and win the war of talent. Further, the tremendous pressure of successful recruitment on organizations is making the HRs adopt modern practices to ensure fairness and efficiency in the hiring process.
From identifying the right channel to source the desired candidate and potentially fast-tracking them through proper recruitment and onboarding procedures, HRs are looking at optimizing the entire process and cost. A successful and organized recruitment procedure can assist in finding a talent aligned with the brand’s values, culture, and purpose.
Due to the onset of the pandemic, the majority of hiring processes have moved to virtual space, integrating advanced technologies. Organizations are deploying new-age strategies that not only expedite the hiring process but also eliminate bias in assessing candidates and provide insights for data-driven decision-making.
Adopting a digitized approach
Technology has become an indispensable part of every function and it has replaced the manual process with automated ones. Similarly, talent managers also need to adopt an automated approach when it comes to hiring with efficiency. Embedding technology tools can replace their repeated mundane tasks without requiring their valuable time and skills to be wasted on manual execution. Unfortunately, several organizations still require their employees to spend hours completing time-consuming tasks. By automating the recruitment process, talent managers can spend more time analysing the candidates’ data and finding the ones with requisite skills.
Expanding the horizon to remote workers
Prior to the pandemic, it was hard for organizations to think about having full-time remote workers. However, the overnight shifting of office work to virtual space has settled the remote work challenges and concurred that having a remote workforce is possible. As a result, talent managers now get a larger pool of potential candidates because geography no longer remains a barrier. In addition, it also contributes to an organization’s diversity, equity and inclusion policy by having employees belonging to different territories and cultures.
Establishing a leadership culture
Promoting a sense of ownership in employees breeds leaders of tomorrow. Hence, designing a strategy that empowers the culture of leadership within the company can help talent managers attract better talent in the industry. Superior talent in an organization gives new wings to business. This can be nurtured by providing innovative leadership training to employees who can further provide a competitive edge to the organization. Therefore, exhibiting ownership culture and high-performance variability can prove to be a game-changer in building a stronger workforce.
Considering internal mobility
Depending on external knowledge and sources remains top of the mind of talent managers while finding the much-needed skills. However, this strategy can be time-consuming as well as expensive. Talent managers often overlook the internal promotions or benefit of internal mobility in filling up open positions. As a robust hiring solution, talent managers must leverage the existing relationship in their existing employee base that can accelerate productivity with much efficiency. As per the data – companies that leverage internal mobility reportedly retained employees for 5.4 years.
Adopting employee flexibility
No candidate wants to join a workplace where employees feel exhausted. Talent managers must explore ways to offer flexibility to the workforce while improving employee engagement and experience. Organizations can adopt a hybrid work approach to attract highly qualified candidates as the employees get the satisfaction of supplementing their time for in-person events and activities. In addition, employees enjoy their job role when provided with flexible work conditions which need to be considered as an integral part of modern hiring practices.
Recruitment is complicated and constantly evolving. Certain hiring practices may not always be the easiest way to find talent in the post-pandemic and highly competitive era. However, the integration of technology can help talent managers draw candidates with requisite skills to the job openings. This can help talent managers identify excellent applicants for open positions and stay ahead of the competition.
(The author is Ms. Yogita Tulsiani, MD & Co-founder, iXceed Solutions (Global Tech-Recruiter Provider) and the views expressed in this article are her own)