The Future Challenges of Recruitment and Hiring

Companies need to prepare themselves to attract and retain the workers they will need for the growth of their organization. However, they also need to navigate the choppy waters of growing globalization and the emergence of social media to attract the right talent pool through best practices.

Firms are facing several challenges due to the ever-changing nature of the workforce as well work itself.  Therefore, Human Resource managers need to stay on top things to ensure that they are able to retain as well as hire the right candidates.

Human Resource outsourcing firms need to keep a check on the changing nature of candidates along with their skill set, because of lack of standardization of education and globalization. Human Resource outsourcing firms also need to understand major future demographic, technological and societal shifts. For example, online job boards provide companies with a varied candidate pool, however it proves quite a task for the HR staff, as they have to sift through a large number resumes for limited positions.

Here are a few challenges that HR companies face.

Retaining Talented Candidates

Retaining and rewarding critical talent is one of the biggest challenges faced by Human resource firms. In this age of globalization, it is very difficult to retain and engage strong performers, as they are not afraid to jump companies for better opportunities. It is important for companies to devise innovative practices, which would reward their star performers according to their achievements and in turn retain them.  In this globalized economy, the human capital creates the base of the future of an organization.

Social Media

Websites like LinkedIn, Facebook and other social websites are easy avenues for job seekers to go job hunting and post their resumes. However, easy access to these websites makes it a difficult task for recruitment process outsourcing firms to sift through the candidate pool.  HR mangers need to understand the importance of such websites and gain knowledge about them to make the most of the talent pool.  Having in depth knowledge of social media tools can help mangers grab the candidate before the competitor does, because candidates usually have privacy settings of their social media sites and knowledge is needed to navigate them.

Technical Talent

Lack of technical talent has made it increasing difficult for companies to hire candidates for specialised positions.  Even during periods of high employment, technical knowledge based companies find it difficult to find people with the right education background and experience to fill the positions in niche jobs.  Companies are laying emphasis on a stronger education background and specialized training in niche sectors.

Globalization

Adhering to policies of inclusion is very important for organisations. Due to, globalisation candidates from different demographics, race, ethnicity, gender and religion all work under one roof.  It is also important to create a conducive work environment, which will improve employee morale and improve productivity. It is essential for the HR staff to create an environment of inclusion and keep up with the changing needs of the employees.

The business world is moving at lightning speed but the recruitment processes are lagging behind.  In future, candidates will have multiple offers from different avenues and won’t wait around for hiring managers to make their decision. Therefore, recruitment processes need to change and adapt to the new ways to have access to the best talent pool.

Boosting Work Culture through Festivities

Work and fun are two words that are rarely spoken of in the same sentence. However, organizations are looking at bringing the fun element back into work.  They want to explore the link between fun, creativity and productivity.

Companies today are depending on celebrating festivals within the confines of the office to encourage camaraderie among employees along with bring employees from across all the hierarchies together in a fun way.

Modern–day organizations take their festivals rather seriously – from Holi to Christmas and even Women’s Day, no occasion is sent packing. The cheer around the festivities makes a mundane workday fun, taking away from the monotonous routine we follow every day. Organizations see it as way to bring the fun element into work, as employees can share a good laugh and bond together. 

Traditionally, organizations have stuck to celebrating only pujas and other religious ceremonies. However, the festive cheer is moving beyond pujas and the traditional and conventional ways of doing things. It is giving way to more fun and enjoyable celebrations.  Companies are finding innovative and entertaining ways to get their employees together to celebrate various occasions, using it as a means to promote positive work culture and boost productivity. 

Organizations are using festivals as a means to boost employees to go ahead and meet new people across the board. This helps employees meet new people and also move out of their cliques and comfort zones.  Through these get-togethers companies hope to foster a very inclusive and cohesive bond amongst their employees, hence promoting positive work culture and productivity within the company.

Holding events like Secret Santa during Christmas, helps employees to get to one another better, without being in the limelight. Also, certain companies that have their own traditions during any festivals, this helps the management seem more approachable as they too, take part in the festivities. It allows the employees to be more relaxed, as it makes them feel great about working in the company that is open-minded and welcoming.

Organizations are all for diversity, whether, its gender or cultural, they are becoming more inclusive. All organizations have employees who belong to different faiths and by celebrating different festivals and occasions, the employees feel more part of the organization.  Women in the corporate setting, try to blend in rather, than wearing their gender on the sleeve.  It is heartening for all women employees to be given special treatment on Women’s day as they feel that company acknowledges their identity and their contribution.

Reveling in the festive cheer and celebrating special occasion and dates is a great way to get the employees together and move away from the mundane tasks. After all, most organizations want to appear friendly and not stuck up.

HR outsourcing companies, people outsourcing companies and other organizations are pleased when their recruits give them good feedback about the companies that have hired them. It is a satisfying feeling for them to know that companies they have on record have good work ethics and culture.

Ten Questions to Ask When Choosing a Business Advisor

It is important to know what you want and what you need from a business advisor. Do you need him/her to help you with Manpower outsourcing, HR Outsourcing or Temporary Staffing, Payroll service or another service to help you achieve your company’s philosophy? You need to take into consideration these questions before hiring a consultant. You need to look for someone who has proficiency and experience, specific to the needs of your organization and the type of project you are offering.

Here are few questions that can help you choose the right business advisor/ HR consultant.

• What are your credentials and what references can you offer?

This question will help you identify if the consultant has the right expertise as well as the right credentials to help achieve the goals of the project. Having knowledge of past clients will help you understand whether the consultant will be a fit for your company.  It is good to ask past clients to discuss the consultant’s productivity, approach ability, communication style, attention to detail, expertise, timeliness and any other questions to determine whether they will be a good fit.

•Do your consultants have background knowledge of our industry?

It is important to hire consultant that understands your industry and can help you find the right candidates for the job.  The consultants need to have their own pool of candidates if they have been hired as part of a Recruitment Outsourcing Process or People Outsourcing Process.  Consultants need to be able to judge the situation accurately to give the right advice.

• How much time can they devote towards the company?

The answer to this question will determine how much attention the consultant will be able to give your project. It helps you determine whether the consultant will be able to give you a same day response or not. Even if they can’t, at least you will be assured there someone looking for a solution.  The best way for a consultant to understand the needs of a company is spend time at your workplace.

• What systems do you use when scouting for talent?

A good Recruitment outsourcing company or a Temporary Staffing company needs to have good insights in order to find the right candidates for the job. They need to conduct a variety of methods to find potential talent, which include using social media, direct advertising and both formal and informal approaches. This is a good way of attracting enough candidates to sift through and then find the right candidate.

• Will you sign a letter of confidentiality?

It is a safe option to have consultants sign confidentially documents, as they could be privy to sensitive information, which could hamper the company reputation, if leaked.

•How are their clients better off after they leave?

A good consultant will be able to tell you the benefits they deliver at the end of the project. The company after the parting with a consultant should be able to determine their strengths and weaknesses and use it to their advantage.

• How will I pay for your services and documentation?

Make sure you have read the documentation carefully and you are fully aware of what you are getting into. Also, find out how you will be charged and the terms and conditions of it.  Furthermore, make sure that you have all the documentation to carry out the HR processes put into place by the consultant.

These questions will help you choose the right consultant for the job and will help you determine whether this relationship will be beneficial to company or not.