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New-Age Hiring: Why Talent Hunters Go Online?
The Gen-next youth has redefined the way of the entire interviews process, find out more about the changing trend
Photo Credit : Ritesh Sharma
Gone are the days, when you could only think about white-shirt, while thinking about an interview. You were advised to rehearse typical and stereo-typed answers….
Ever wondered how people prepare for interviews these days? The Gen-next youth has redefined the way of the entire interviews process. Any business or sector, the challenge is to 'get noticed', rather than adhering to the conventional idea of 'looking the same'. It's the age of dynamism, it is the digital age!
The numbers are strikingly amazing: 94 per cent of the recruiters are using social media for recruiting, 49 per cent of the recruiters are observing a positive rise in the quality of employable candidates, 89 per cent have reported to hire via LinkedIn, 71 per cent of workers are likely to wander and seek opportunities even if they are employed.
As new-age startups dole-out heavier pays-checks to attract the most skilled employees, bigger companies worry about their work environment, staff engagement and reward policies. Startups, these days are not only changing the placements scenario in top B-schools, they are also hiring from leading banks, law firms. It's a clear sign of how the hiring scenario is changing.
Odds on the List
1. Instead of the standard A4 sheets, the boring black-and-white inks and the usual passport-sized photographs, people are now preferring the 'glossy' sheets, colorful pens and the 'hatke' way of describing themselves. Even if it is for an internship, recruiters believe your social media accounts more than they agree with you, all of it is important: Twitter, Facebook and Instagram. Well, you haven't wasted all of your life like that by the way!
2. Second on the list is the way recruiters are connecting to candidates. They are also exploring new pathways of discovering talent rather than only looking at a pool of people who have applied to them. Especially startups, while on one hand the big organizations are not that choosy for candidates, the new founders have the liberty to hand-pick and train a person. Right from social media, e-mails or phone calls, you can be offered a job anywhere.
3. Next, consider the way you are interviewed. Candidates nowadays are asked to showcase how different they are, believe me its helping a lot. People are beginning to understand that it's okay to be creative, unconventional and distinct personality from others. Even their hobbies mean a lot to the companies now. Be it through a video, or a write up you are allowed to show your own style.
Why it all about digital?
Smart Seeking: Companies know that they're only as good as their best workers and therefore want to prioritize seeking out the best of the best for their organizations with cost effectiveness. When LinkedIn and online job sites like Naukri.com or Monster.com, first began to gain traction, they were seen as supplements to the traditional paper résumé and in-person interviews. But today, the world of recruiting has gone nearly 100 per cent digital.
Reflection of who you are: If your resume is a single page document, like twenty -years ago, how can it be a reflection of your persona and whole life? Now it's a collection of all data like participation, internships, posts, followers, communities, conferences and pictures. The key is keep the recruiters curious and engaged, they want to know you in and out before hiring. Especially, a creative job demands a creative pitch.
Technologically-driven: As more and more employers are depending upon the online interviews, the rounds have become very convenient to handle. You can even go through successive rounds of interview, sitting inside the comfort of your house and the confirmation, offer-letter rest can follow digitally too. Initially, people like to take a write-up or tend to hold a phone-interview. Later, they leverage it on video-calling or Skype! Data analytics may even help the recruiters discover which passive candidates are better to approach.
High-Interactivity: Discussing future prospects with a prospective recruit through the social media, enhances the chances to know him better as the conversation on texting apps is more prompt, cozy and informal. It feels like nobody is judging and the creative engagement is more likely. The other things can always be tested side-by-side, the thought-process, ability to strategize, speed and behavior.
Well, all of it converges down to one point that the iconic digital platform has practically brought everything at your doorstep, I mean in your inbox! Now you don't have to go to the recruiters, jobs can easily come to you.