Successful Recruitment Strategies and Methods

With the corporate culture becoming cosmopolitan the manpower needs of all business entities are changing drastically. Now when the companies are diversifying their manpower needs it is very obvious that requirements with regard to the skill set for independent position are also having a makeover. Now when the market dynamics are changing drastically the companies are adapting to and innovating new practices for recruitment's to get and hire apt candidates for their manpower needs.

Recruitment is not just another function of the HR department now rather it has become the primary and most important aspect of any business. Manpower is the core strength and USP of any company and People Management is the most critical function of the HR wing. To have the right fit for the right post the most important thing to be kept in consideration is a correct recruitment strategy. Thereafter all the things automatically fall in place. Recruitment strategy if planned and executed aptly can fetch in right fit for the right job. So it is very important that there should be sync in the planning and execution of the recruitment strategy. 

Recruitment strategy is generally industry specific is designed specifically after studying and analyzing the business model of the company concerned. All the aspects like budget concerned, need or criticality of the position; detailed understanding of the key skills required and the specified KRA’s etc are analyzed and determined while formulating the strategy. Recruitment is a process of adding resourceful and effective value to the organization that would be a contributor to the growth and profit to the same.

Talking about the recruitment methods, even they have broken the stereotype age old methods. Nowadays recruitment is not just limited to job portals and referral schemes. With the digitization of the corporate world where social media and social platforms are the key contributors to personal connect and professional interactions the recruitment's have entirely entered into a new phase. Various recruitment methods involve Head Hunting, Executive search, Bulk hiring or project hiring and field sourcing. Concepts like head hunting help the recruiter to understand and know the prospective candidates just through their social networks and profiles. It saves both time and energy of conducting the interview and then selecting and rejecting them.

 In the changed trend a candidate is not just studied and judged on his educational qualification and experience but also on other parameters like interpersonal skills, adaptability, perseverance and focus etc. It has also become an increasing trend to post the openings on these social platforms which have an access to multiple viewers at the same time. This facilitates both the job seekers and the companies to connect and interact on the concerned profile. Also the pool of correct candidates who might be the right fit becomes easily assessable to the recruiters. Lot of innovative and new concepts are being adapted to study and pool in skilled and efficient candidates. Some of the companies have started indulging and involving in these concepts on a large scale. One of the concepts like this is indulging the prospective candidates into creative challenges to identify the hidden talent.

For example an automobile company looking for suitable mechanical engineers can ask them to fix up or assemble any automobile component and the best one would be selected. One more new and innovative practice in trend nowadays is of an undercover recruiter. They stalk and observe the patterns of the prospective candidates for better judgment. For example while hiring field sales people or customer service executives and managers these recruiters can enact as customers and study and understand the selling and client interaction skills of the candidates. These innovative ideas have not only given avenues to the recruiter to have a better understanding of the candidates but also about the detailed knowledge of the respective KRA’s  involved for better assessment. 

Recruitment methods vary when hiring for different levels. At the senior level hiring a lot of research work is involved as company while hiring for niche profiles are very selective about the candidates. These people are handsomely paid and apart from being a right fit have to be a value add in the literal sense. For such profiles head hunting is the best tool wherein an individual is targeted, tapped and approached for the role. When hiring for a middle level profile social media plays a very important role. Social networking sites like Linkedin, facebook act as a communication platform where candidates are tapped through networking and the HR of the concerned company gets in touch with the prospective clients on these social networking sites either by directly connecting with them or by posting the openings on the sites to grab the attention of the job seekers. Job fairs are another platform to hire for middle level profiles. It is a place where the company people and the prospective candidates can have interaction on a one to one basis; it helps them have clarity of thought from both the ends.

  

  For junior level hiring lot of innovative methods have come into practice    apart from referrals. Field sourcing is one of them. It is a unique way of sourcing both skilled and semi skilled manpower in various locations that are not available on any web portal. In this unique method the conversion ratio of passive job seekers into active job seekers is very high. This process has high percentage of authenticated data as the recruiters themselves are on the field hunting for correct candidates. This is a customized recruitment that changes with various industry segments. A successful recruitment method needs perfect planning and implementation of strategies that have been categorically formulated and designed with respect to the business model of the company concerned.