“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” – Lawrence Bossidy, GE.
In the last two decades, recruitment as a function has transformed from the age of only referral hiring to print media sourcing to now technology-based sourcing. This pace of development is primarily due to globalisation of the workplace caused by changes in policies at the regional, national, and international levels.
Organisations and countries have evolved programmes to attract students, temporary workers, and immigrants. Global talent has never been so mobile as today. According to a 2015 Jobvite survey, in today’s economy, 86% of recruiters expect fierce competition for talent. At the same time, 58% of them say that their biggest challenge in hiring quality talent is the lack of skilled or qualified workers. However, there is a huge unemployment rate of skilled as well as unskilled workforce prevalent at all levels.
This is a gap which creates a nightmare for the recruiter to find the right talent at the right time at the right price point.
The differentiating factor is in discovering new ways to attract and interact with passive talent as the ones who are available are applying everywhere. According to a 2015 LinkedIn report, passive talent forms 55% of the talent available, of which 87% are willing to change and about 52% would change for better compensation, and only 31% for work-life balance. (Linkedin Talent report)
In view of the above trend, HR needs to build its strategy around digital sourcing and brand management on social media. The talent acquisition team today cannot just post a job profile and expect footfalls.
The biggest challenge in attracting talent is building an employer brand in both existing and new markets as the context and tool of hiring keep changing.
Denne historien er fra August 2017-utgaven av Indian Management.
Start din 7-dagers gratis prøveperiode på Magzter GOLD for å få tilgang til tusenvis av utvalgte premiumhistorier og 9000+ magasiner og aviser.
Allerede abonnent ? Logg på
Denne historien er fra August 2017-utgaven av Indian Management.
Start din 7-dagers gratis prøveperiode på Magzter GOLD for å få tilgang til tusenvis av utvalgte premiumhistorier og 9000+ magasiner og aviser.
Allerede abonnent? Logg på
Trust is a must
Trust a belief in the abilities, integrity, values, and character of any organisation is one of the most important management principles.
Listen To Your Customers
A good customer experience management strategy will not just help retain existing customers but also attract new ones.
The hand that feeds
Providing free meals to employees is an effective way to increase engagement and boost productivity.
Survival secrets
Thrive at the workplace with these simple adaptations.
Plan backwards
Pioneer in the venture capital and private equity fields and co-founder of four transformational private equity firms, Bryan C Cressey opines that we have been taught backwards in many important ways, people can work an entire career without seeing these roadblocks to their achievements, and if you recognise and bust these five myths, you will become far more successful.
For a sweet deal
Negotiation is a discovery process for both sides; better interactions will lead all parties to what they want.
Humanise. Optimise. Digitise
Engaging employees in critical to the survival of an organisation, since the future of business is (still) people.
Beyond the call of duty
A servant leadership model can serve the purpose best when dealing with a distributed workforce.
Workplace courage
Leaders need to build courage in order to enhance their self-reliance and contribution to the team.
Focused on reality
Are you a sales manager or a true sales leader? The difference, David Mattson, CEO, Sandler® and author, Scaling Sales Success: 16 Key Principles For Sales Leaders, maintains, comes down to whether you can see beyond five classic myths that we often tell ourselves about selling.
