New Trends in Recruitment and Selection

 New Trends in Recruitment and Selection



Organizations compete fiercely in the war for talent and many organizations invest an enormous amount of money, time and other resources in advertising and recruiting strategies to attract the best candidates (Pulakos, 2005). As the business environment becomes more and more competitive, having the right people with the right skills for the right tasks becomes all the more critical (Chungyalpa & Karishma, 2016). Therefore the recruitment and selection process has become one of the key processes determining the success of an organization (B.Prathyusha, 2019). Currently, the recruitment and selection approach is undergoing significant changes as a result of technological advancements and shifts in strategic outlook (B.Prathyusha, 2019). The following is some of the emerging trends impacting recruitment and selection.

Corporate talent network

Corporate "talent networks" are online platforms used to promote a company's brand. Its primary goal is to attract new talent from a wide range of sources, including job candidates, fans, employees, alumni, partners, suppliers, and even customers (B.Prathyusha, 2019). It is popular among large corporations and is increasingly being adopted by small and medium-sized businesses. A talent network serves as a public relations and marketing hub for the company's brand name. It is used to distribute job openings, career information, and other company-related information. Typically, the content is tailored and targeted to each individual candidate (Salahudeen, et al., 2017).

Building an end-to-end talent brand

Today, an increasing number of businesses are focusing on developing an all-encompassing talent brand. A talent brand is how a company is perceived by its current and former employees, as well as prospective employees (B.Prathyusha, 2019). It is a method of communicating and displaying the corporate culture of a company in real time. Companies today are developing strong talent brand strategies in order to lower their cost per hire and turnover rates. A talent brand is something that is created through the collaboration of the marketing and HR departments (Chungyalpa & Karishma, 2016).

Artificial intelligence

The revolutionary technology enables computers to learn the ability to make decisions, think logically, and respond systematically in order to reap the benefits of implementing AI-based software in the recruitment phase, converting the bulk of the process into automation that can be done by a computer, providing it with the ability to evaluate big data faster and predict the likely outcomes (Vedapradha, et al., 2019).When it comes to recruitment techniques artificial intelligence already place a big role in the way business find new talents. Artificial intelligence, backed by machine learning algorithms, is transforming the way recruiters screen candidates and communicate with them. The candidate search software is also becoming AI-powered. By simply putting the details of the type of indications that the recruiter is looking for, the machine automatically starts a broad search and it will quickly deliver a long list of the potential candidates. The initial screening can be done by chatbots via the preferred platform of the potential candidates such as Facebook chat, WhatsApp, WeChat etc (Sehrawat & Brahma, 2018).

Applicant tracking software

ATS knows as applicant tracking software and it simplifies the recruitment process. It saves a significant amount of time and money on recruitment. ATS software can handle dozens or hundreds of applications in a short period of time (Sehrawat & Brahma, 2018). ATS can be used to post job openings, screen resumes, and send interview requests to potential candidates via e-mail. Individual applicant tracking, requisition tracking, automated resume ranking, customized input forms, pre-screening questions and response tracking, and multilingual capabilities are also available (B.Prathyusha, 2019).  Because the use of smartphones is increasing rapidly, recruiters are providing information about job openings to job seekers via mobile apps. Organizations are attempting to make their mobile apps more user-friendly in order to improve the candidate experience. LinkedIn Recruiter, InstaJob, Interview Assistant, Monster for Employers, and Workable are some popular recruiting mobile apps (Sehrawat & Brahma, 2018). 

Gamification

Gamification is a new context that effectively uses game dynamics in the recruitment and selection process, and it is quickly becoming a common phenomenon in human resources. Gamification is used in a variety of HR functions, including recruitment and selection, training and development, employee engagement and so on. Gamification based tests are used for pre-selection tests in recruitment and selection (Sehrawat & Brahma, 2018).

Growing emphasis on using social networks

Social networking sites such as LinkedIn and Facebook have grown in popularity among internet users in recent years. These websites contain a wealth of information on potential candidates (B.Prathyusha, 2019). Sites like LinkedIn and Facebook, offer recruitment-specific tools and analytic software to help with the hiring process and their goal is to assist businesses in identifying and locating the best talent for their needs (Salahudeen, et al., 2017). As a result, many businesses have actively begun to use social networking sites to solicit and recruit new talent (Chungyalpa & Karishma, 2016). According to Hosai & Liu, (2020) LinkedIn is the fastest growing social media having more than 530 million users in around 200 countries worldwide in 2017.

Virtual reality technology

The use of virtual reality technology is a feasible alternative to conventional face-to-face work interviews, and it has gained widespread popularity among the demographics studied. It has been shown that performing a work interview in a simulated environment provides benefits such as stress reduction and an improved perceived sense of presence when answering questions and undertaking interactive tasks (Beti, et al., 2019).The virtual reality technology is used in high demanding and high-risk jobs such as pilot and other military personnel selection and training because it incurs very high set up costs as compared to other modes of tests or computerized job simulation and situational judgment tests (Sehrawat & Brahma, 2018).

Increased focused on passive candidates

Traditionally, recruiters have concentrated on active candidates-those who are actively looking for new employment. However, research has shown that the huge percentage of prospects (up to 73 percent) are passive applicants, meaning they are not actively looking for work but are open to new possibilities and offers (Chungyalpa & Karishma, 2016). This was particularly true on social networking sites like LinkedIn, where the overwhelming majority of prospects were passive candidates. As a result, companies today place an increasing focus on passive candidates (Salahudeen, et al., 2017).

With relate to the organization I am working, the company digitalized the entire human resource activities during 2020. Further to that digitization project company introduced online application for external recruitment, along with that company starts online interviews and placements for interns. In addition, all promotion procedures were digitalized, and a plan is in place to introduce an online examination for recruitment.

 

Video 01: Game Changing Recruitment Techniques

(AIHR Learning Bite, 2020)


References                                                              

AHIR Learning Bite (2020) Game Changing Recruitment Techniques (Online Video) Available from https://www.youtube.com/watch?v=P-hv-MwWtPU&t=127s (Accessed 27th April 2021)

B.Prathyusha, 2019. EMERGING TRENDS IN RECRUITMENT AND SELECTION IN INDIA. International Journal of Management, IT & Engineering, March.09(03).

Beti, R. A., Al-Khatib, F. & Cook, D. M., 2019. The Efficacy of using Virtual Reality for Job Interviews and its Effects on Mitigating Discrimination. Virtual Reality Job Interviews.

Chungyalpa, W. & Karishma, T., 2016. Best Practices and Emerging Trends in Recruitment and Selection. Journal of Entrepreneurship & Organization Management, 5(02).

Hosai, M. S. & Liu, P., 2020. Recruitment through LinkedIn: Employers’ perception regarding usability. Asian Journal of Managemen, 11(01).

Pulakos, E. D., 2005. Selection Assessment Methods. s.l.:SHRM Foundation.

Salahudeen, V. A., Palanisingh, V. & Gurumoorty, T. R., 2017. EMERGING TRENDS IN RECRUITMENT AND SELECTION. International Journal of Organizational Behaviour and Management Perspectives, 06(02).

Sehrawat, P. & Brahma, B., 2018. IMPACT OF TECHNOLOGY ON RECRUITMENT AND SELECTION PROCESS: A REVIEW. Journal of Emerging Technologies and Innovative Research, 05(06).

Vedapradha, R., Hariharan, R. & Shivakami, R., 2019. Artificial Intelligence: A Technological Prototype in Recruitment. Journal of Service Science and Management.

 

Comments

  1. Duminda PereraMay 11, 2021 at 12:59 AM

    Agreed with you ,As explained by Opatha (2010) recruitment is the process of finding and attracting suitably qualified people to apply for job vacancies in the organization. It is a set of activities an
    organization uses to attract job candidates who have the needed abilities and attitudes.
    Recruitment is the process of generating a pool of qualified applicants for organizational job
    vacancies.

    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 2:36 AM

      Very correct Duminda. We can define recruitment in many ways. According to Kumari, (2012) recruitment is the process of attracting prospective employees and stimulating them for applying job in an organization or else recruitment is the process of hiring the right kinds of candidates on the right job.

      Delete
  2. Harsha WijesingheMay 11, 2021 at 4:29 AM

    Agree with your points. Employers and employees benefited from a modern recruitment system since data availability and technologies are more leading. Therefore, it allows candidates to discover more excellent timeliness and attain more desirable openings (Brahmana, 2013).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 3:05 AM

      Very True Harsha, Automating recruitment administration, like posting a job opening complete with all the specifications on the Internet, takes only a few minutes. Delivery time and response time are immediate. The prospective candidates can visit the company site, post their CVs and expect responses through e-mails. As mentioned above, e -recruitment can also cut out all non-appropriate candidates automatically, producing a shortlist within minutes, rather than days of reading through CV’S (Sabha, 2018). Then as you said both employees and employers are benefitted.

      Delete
  3. gagana_amadoruMay 13, 2021 at 8:25 AM


    I agree with your recruitment and selection matters a lot in human resource management. Recruitment and selection criteria have a significant effect on an organization’s performance. It has been argued that in order for the enterprise to build and sustain the competitive advantage, proper staffing is critical (Djabatey, 2012).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 3:51 AM

      Exactly Gagana, Organizations should use various techniques and methods for attracting and selecting the right talent. The recruitment of talent pool is the first and important task of the talent management process. The talent pool is a group of candidates that are the potentials executive of the company who will steer the company towards the competitive performance. So to gain and maintain the performance of the company the recruitment and selection the talented individuals is very crucial (Ibrahim & Daniel, 2018).

      Delete
  4. Rajasingham SathaharanMay 14, 2021 at 12:50 PM

    Hi Sachitha, An insightful read. These technologies are indeed revolutionizing recruitment and selection. Adding to your point on AI and passive candidates, predictive analysis helps recruiters to find the best matches for a job based on wide parameters. Predictive analytics takes an additional step by generating a list of candidates who fit the best for the job by uncovering the candidates who are not actively seeking new opportunities (Henry et al., 2018). Predictive analysis help to secure quality hires. Also, green recruitment and selection is also rising. Companies are recruiting candidates who are sensitive to environmental issues and are willing to commit to environmental performance (Pham et al., 2019). This trend is triggered by the corporate social responsibility of firms influenced by increasing environmental standards. Recruiters are looking for green competencies in candidates which are evolving.


    References

    Henry, E., Okwakpam, A. & Amina, J. (2018). Predictive HR analytics and Human Resource Management amongst Human Resource Management Practitioners in port Harcourt, Nigeria. Global Scientific Journals, Vol. 6 Issue: 7, https://www.researchgate.net/profile/Henry-Ejo-Orusa/publication/334655066_PREDICTIVE_HR_ANALYTICS_AND_HUMAN_RESOURCE_MANAGEMENT_AMONGST_HUMAN_RESOURCE_MANAGEMENT_PRACTITIONERS_IN_PORT_HARCOURT_NIGERIA/links/5d3881c24585153e591ecc2e/PREDICTIVE-HR-ANALYTICS-AND-HUMAN-RESOURCE-MANAGEMENT-AMONGST-HUMAN-RESOURCE-MANAGEMENT-PRACTITIONERS-IN-PORT-HARCOURT-NIGERIA.pdf

    Pham, D., D., T. & Paille, P. (2019). Green recruitment and selection: an insight into green patterns. International Journal of Manpower, DOI 10.1108/IJM-05-2018-0155


    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 3:57 AM

      Thank you Sathaharan for your value addition. As you correctly said HR Recruiting using Artificial Intelligence is one of the highest levels of Digital transformation in HRM. It refers to automation of implementation of the whole cycle of digital systems in all stages of the recruitment process through artificial intelligence (without human intercession). All phases of the process from examining applicant’s CV to the job interviews takes place without human involvement. AI enables consultation, interviewing, and negotiation to be performed through Chatbot (Gigauri, et al., 2020).

      Delete
    2. Sachith FernandoMay 16, 2021 at 4:07 AM

      Further I am truly agreed with your point of green recruitment which is simply call recruiting candidates who are sensitive to environmental issues and are willing to commit to environmental performance. According to Begum & Arshi, (2020) developing a green organization begins with the recruitment of the workforce that is sensitive to the green cause. Nurturing a green employer’s brand image enables firms to attract talented employees and emphasize green management’s importance across the firm.

      Delete
  5. Chamara D. JayaweeraMay 15, 2021 at 12:48 AM

    While I agreeing with you would like to bring the importance of role of the internet in recruitment process. The development of the Internet and social networks opens up new opportunities in the implementation of the recruitment and selection activities. The majority of company management finds that the structure of the labor force in the labor market has changed a lot, and traditional recruitment and selection techniques are not sufficient to attract and retain a new generation which has different demands and expectations from work. In order to obtain credible and useful information necessary for deciding on the choice of an adequate candidate, it is necessary to combine traditional and modern techniques, with the increasing use of the internet (Slavic et. al, 2017)

    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 5:08 AM

      Exactly true Chamara. Currently, social networking websites and online recruitment platforms are experiencing considerable growth. Progressively job applicants around the world spend time in the digital context to a great extent. According to the study the active social media users equal 3.8 billion, while 4.5 billion people use the Internet. Thus, companies would want to stretch their recruitment efforts across online space using more digital tools and methods in order to attract talents who spend their time in that digital space (Gigauri, et al., 2020).

      Delete
  6. Sandun MadusankaMay 15, 2021 at 8:49 PM

    Yes, Better recruitment and selection strategies result in improved organizational outcome, recruitment is the process of attracting prospective employees and encouraging them for applying job in an organization(Kumar & Gupta,2014).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 5:18 AM

      Very correct Sadun. Recruitment and selection are one of the basic functions of Human Resource Management. There is a clear distinction between recruitment and selection. It is explained that recruitment is the process of attracting a large pool of qualified people for employment. This involves planning for human resource to job design, job description, job analysis, creating awareness among others. Selection on the other hand is the process through which organizations make decisions about who will or will not be allowed to join the organization (Otoo, et al., 2018).

      Delete
  7. Wasantha BasnayakeMay 15, 2021 at 8:53 PM

    Agree with your points. Recent surveys indicate that increasingly large number of prospective candidates use mobile devices to access the internet and carry out personal tasks including job search. Hence, a growing trend among large firms is to create a mobile career site built specifically to meet the needs of the mobile device users. Нe aim is to use mobile recruitment to post jobs and create postings that can be easily shared on social media and readily responded to (Chungyalpa,W.
    and Karishma, T.,2016).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 6:07 AM

      Agreed with you Wasantha. With the rapid growth in social media users it is identified that new sourcing tools have been created through electronic and social media., specifically the social networking sites LinkedIn and Facebook and the microblogging site Twitter, those strategic tools were developed which can be leveraged to identify, attract and recruit both active and passive potential candidates (Koch, et al., 2018).

      Delete
  8. ERANDA ELLEPOLAMay 15, 2021 at 10:42 PM

    Agreed with you, and adding that to, More studies have looked at broadening the criterion space at the individual level. For example, predicting turnover with selection tools has been a greater focus (Barrick & Zimmerman 2009, Maltarich 2010).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 6:18 AM

      Agreed with you Eranda. One way to prevent high employee turnover is to hire the right people in the first place, and in this respect selection methods become important. By using the right selection methods one can ensure that the candidate not only has the right skills for the job, but also possesses the right personality to fit into the existing organizational culture (Jin & Quader, 2011).

      Delete
  9. Treva PattersonMay 16, 2021 at 12:22 AM

    Exactly, to ensure fair and successful selection, its best to use several methods in the decision-making process. Insights from the interview should be supported by other data where possible, for example psychometric test or task simulation activities, which could be conducted at interview stage or with technology beforehand (Green, 2020).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 16, 2021 at 6:39 AM

      Very true Treva. Once the adequate number of candidates attract via the recruitment methods, the next step of the organization is to choose desired employees from the pool of recruited applicants (Daft, 2012) Thus, selection is the process of identifying the most appropriate and suitable person for a specific job (Otoo, et al., 2018). The Process of Selection is : (1) Reception (2) Screening Interview (3) Application Blank (4) Selection Tests (5) Selection Interview (6) Medical Examination (7) Reference Checks (8) Hiring Decisions . Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next (Kumari, 2012).

      Delete
  10. E.SujeendranMay 16, 2021 at 5:58 AM

    Agree Sachitha, Social media recruiting is emerging concept in recruitment and selection process. It benefit organization by adding their employees, former employees, clients, professionals, and friends information to the system, this will benefit company to referral right candidate with right skills for the job. Candidates who referred by a professional will be very trustful, show high commitment and involvement towards their job role (Shethna, 2020).

    ReplyDelete
  11. Chanaka BabarandaMay 16, 2021 at 7:33 AM

    Very valid article Sachith. As you explained Artificial Intelligence (AI) made some of the traditional methods for evaluating attributes of candidates obsolete and help HR to analyze higher volume of data on pool of candidates for selection process (Upadhyay and Khandelwal, 2018).

    ReplyDelete
  12. Vindya RatnayakeMay 17, 2021 at 2:51 PM

    This comment has been removed by the author.

    ReplyDelete
  13. Vindya RatnayakeMay 17, 2021 at 2:52 PM

    Agree with you Sachith. Over the past few years, social networking sites such as LinkedIn and Facebook have rapidly gained prominence amongst internet users. These sites provide wealth of information on prospective candidates (Chungyalpa and Karishma, 2016).

    ReplyDelete

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