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Section 3: The Biggest Strategic Recruiting Challenges

The eight most significant corporate recruiting challenges or problems that will be prominent
during 2014 include:
1. Retention problems will increasingly impact recruiting as more employees become
comfortable shifting away from security needs and toward more exciting job
opportunities, turnover rates will increase by over 25 percent. This dramatic increase in
turnover will create many new sudden openings which will put an added strain on
already stressed recruiting systems. In order to help reduce future turnover, the potential
for early turnover will have to be included in the assessment criteria for all finalists.
2. Speed once again becomes essential to remain competitive over the last few years
with high unemployment and little competition for talent in many cases recruiters
could take their time and still land top candidates. As the pace of change in business and
the competition for talent increases, firms will have no choice but to revisit speed of
hire approaches and tools in order to land candidates that are in high demand.
3. Limited resources will require position prioritization the increased hiring volume
coupled with the inevitable lag in being provided with additional budget resources will
require most firms to prioritize their jobs. Recruiting will then allocate their resources
toward filling revenue generating and other high-business-impact positions.
4. Business volatility makes workforce planning more necessary but more difficult
as continuous business volatility in a VUCA world becomes the new normal,
executives will increase their demand for data-driven workforce planning. Unfortunately,
most talent functions simply do not currently have staff with the capability to conduct
sophisticated workforce forecasting and planning.
5. College recruiting must be reengineered if it is to succeed the demand for college
talent in key majors will continue to increase dramatically. Unfortunately, corporate
college recruiting budgets and processes have been mostly stagnant over the last few
years, even though colleges themselves and the expectations of their students have
changed dramatically. A reengineered college recruiting model must move beyond a
focus on career centers and increase its capabilities in the areas of global college
recruiting, remote college recruiting, recruiting students from online universities,
recruiting passive students, and the use of market research to completely understand
the job search process and the expectations of this new generation of grads.
6. The shortage of top recruiters will become evident as recruiting ramps up, firms
will begin to realize that there is a significant shortage of talented and currently up-todate recruiters. After poaching from the rapidly shrinking executive search world, leaders
will begin bidding over top corporate recruiters. A lack of quality internal and external
recruiter training capability will make the recruiter shortage even worse.

7. Large firms must learn to compete with startups for talent the recent lavish
funding and the economic success of numerous startups will continue to make them
attractive to innovators and top talent. Unfortunately, few major corporations have a
market-research-driven strategy or a set of tools that allows them to successfully recruit
against startups for these valuable prospects with a startup mindset.
8. Finding high-impact technology will still be problematic although there is a wealth
of new technology in recruiting, almost all of it is designed to reduce costs and
administrative burdens. After 20 years of waiting, I have yet to encounter the
breakthrough recruiting technology that produces a competitive advantage by
demonstrating in a split sample that its usage directly improves the on-the-job
performance of all new hires by at least 20 percent over existing processes.

Section 4: Areas That Will Continue to Diminish in Importance


The downward trend in these three final corporate recruiting areas will continue through 2014.
1. Recruitment advertising and the corporate website as more applicants demand
authenticity and crowd sourced real information, both the corporate career site and all
forms of traditional recruitment advertising will continue to produce a lower ROI.
2. Sourcing becomes easier as almost everyone becomes findable on the Internet and
social media, the formally critical role of sourcing will be reduced. The new focus will
shift toward improving the various selling components of recruiting.
3. Underperforming sources need to be deemphasized the growing emphasis on using
metrics to determine the quality of hire from each source will continue. And as a result,
all heavily used channels like large job boards, Facebook, and job fairs that can produce
low-quality hires will have to be deemphasized.

Trends That Wont Peak Until 2015 and Beyond


This last section covers seven developing corporate recruiting practices that cant accurately be
classified as trends for at least another 18 months.

Competitive analysis is not yet a standard practice although recruiting is clearly a


competition and a zero sum game, most recruiting functions are almost 100 percent
internally focused. Unfortunately, you cant prove to executives that you provide a
competitive advantage unless you do a side-by-side comparison of your recruiting
approaches and results with your talent competitors. The recruiting function will also
eventually have to develop plans to track and then counter each your competitors major
recruiting and employer branding moves.

Market research practices will eventually allow you to fully know your prospects
and candidates eventually recruiting leaders will learn that you cant effectively find
or sell top prospects until you fully understand how they search for a job, where they
would see recruiting information, and what factors excite them about a company or a job.
The sales and customer service functions have successfully used market research for
years, and eventually these practices will be adopted within the recruiting function at all
top firms for both experienced and college hires.

Firms must eventually begin to map their future talent pipeline great recruiting
functions are forward looking, so they attempt to identify and assess future talent targets
long before they are needed. These approaches require that you identify your future talent
pipeline. Leading firms will eventually learn to supplement their standard filling-vacantjob approach with a more proactive talent pool for talent pipeline approach. This practice
involves identifying and then mapping the top talent throughout your industry with the
goal of eventually bringing the best onboard when they are ready to move on. More firms
will also eventually learn to use professional learning communities as talent pools, while
others will use pre-need employee referrals to develop this talent pipeline based on
employee recommendations.

Finding their work online will eventually become a key sourcing tool as more
and more individuals post examples, pictures, videos, or portfolios of their work on the
Internet, finding talented individuals who might not be looking for a job will move into
the mainstream. In addition, evaluating their actual work will prove to be an accurate
assessment approach.

Virtual reality simulations for assessment will gradually be introduced although


airlines and the military have successfully used them for years, the costs have slowed
simulation usage for assessing candidates. As costs decrease, virtual reality simulations
will eventually become a standard assessment practice.

Hiring those without degrees or standard credentials will soon become more
common firms like Google, Facebook, and most startups have had notable success
with hiring individuals regardless of their degree status. As a result, credentialess
approach will eventually become a more common corporate practice as metrics
demonstrate a similar high success rate in business that has been found in hiring noncollege grads in the sports and entertainment fields.

Personalized recruiting is on the horizon although it is still currently rare, more


organizations will attempt to personalize their recruiting and to target their recruiting
pitch specifically to individual high value prospects.

Final Thoughts
There will be a marked increase in recruiting competition in high-growth industries like
technology, the mobile platform, social media, construction, and healthcare. In addition, the next

year will see an increased demand for high performers, technologists, and innovators in key jobs
in every industry. In fact, a recent survey of CEOs revealed that 77 percent of firms are currently
changing their talent strategy, which means that most CEOs agree with me that the need for
change in the talent area is already present.
As a recruiting leader, realize that, just like in the product area, if you want to dominate your
recruiting marketplace, you will have to move fast in order to stay ahead of the trends and the
adopted practices of your competitors. If you delay taking action, it is almost impossible to
catch up if you fall too far behind, because your talent competitors will be continually moving
ahead of where they were when you originally benchmarked against them. In order to stay ahead
and also to build a competitive talent advantage, dont wait for your new years budget to kick in
before you start developing your plan for addressing the upcoming problems and for taking
advantage of imminent talent opportunities.
Professionals can honestly disagree about which trends will be the most prominent over the next
year, but there can be little disagreement over the fact that dramatic changes are unavoidably
right on the horizon.

Issues in Recruitment and Selection:


* Chances of failure increases in RPO.
The chances of failure will be high if the RPO do not understand the Vision and recruitment
strategy of an organization.The entire success of organization depends upon people and
their integrity towards employers. Better recruitment begets better results this is true in
every aspects.
* Break down in collaboration with other organization in poaching.
Organisation could offer job to which they thought of valuable but it does not means poach
and hunting 100% right perspectives.This spoil the goodwill of an organization to some
extent.The organization might practice Coordinate Recruitment.
* Competition driving up salary to unrealistic level.
This is common in today's scenario of fierce competition.
* Resume check:
Authenticity of resume is questionable in this stiff competitive world. Prospective employers
are using track methodology to judge reliablility of the content by references, educational
qualification, talking to candidates over phone, previous employer reputation etc.
* Internet and PC savvy:

This is obstacle in popularizing e recruitment, but rate of enhancement in PC penetration is


our country is quite high so in near future we donot take it as challenges. Lets we have to
set modus operandi for online recruitment which will guide prospective employers and
aspirants/jobseekers both.
* Face to Face interview, meet the candidates in person:
Technologies have created impact on every function of an organisation and Recruitment and
Selection is not an exception. An employer prefers to contact or interact people to feel and
understand would be HR asset for them. This will help the organisation to manage
expectation of would in best possible manner.
* Inbreeding ,nepotism and old boy's network:
We should be very careful in this aspects, referring own people is human tendencies.If it
find we have to re-correct it with intelligencies, integrity and interventions.
We should be very careful in designing and implementing Hiring Process,
Recruitment and Selection, as it plays pivotal role in the success of an
organisation.
The 21st century challenges :
The major challenges faced by the HR in recruitment are:
Lead Time Analysis Time taken to complete the process of recruitment is the main
concern for an organisation.
Road Ahead The ongoing and upcoming new systems are both an opportunity as well as
a challenge for the HR professionals.
Trends in Recruitments:
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Recruitment Process Outsorcing


Poaching /Riding
Online or E - Recruitment
Campus Recruitment
Referral recruitment
Summer Internship
Contract Recruitment
Temporary Recruitment

Recruitment Process Outsorcing :


The recruitment is one of the leading functions that organisation outsourced.External service
providers are conducting all or parts of clients' recruitment services. This practice is very

common today and widely accepted in the Industry.This practice will help the organisation in
reducing time and costs in recruitment.
Head Hunting and Poaching:
Head Hunting means you attract the employ of your choice from competitors by the way
offering lucrative packages for beginning the work for your organisation.Poaching means
intended to offer job who are already working with another organisation and which is
known.Indian retail and software sector are facing this serious brunt of poaching today.This
is very common in BFI sector for gaining immediate advantages. Various implication
presents in this process cracking of relationship and offering unrealistics salary for
immediate gain.
E recruitment:
Internet has created revolution in recruitment and selection process. Career with us or
Job@organisation is common button on Companies website .Today aspirants having global
mindset and information on opening are available online with placement consultant website,
companies website, city line websites and other portal.Organisation are collecting database
whole of the year through this and excersing this to its level best. This will help in time and
money cost for the companies and for aspirants it is easier to access it on 24/7.
Summer Internship Programme: This programme bridges the gap between concepts
reinforced in class room and real corporate and environmental situation.Corporate having
opportunity to evaluate students for long term perspectives. Internship programme is
undertaken in the discipline concerned.
Referral recruitment:
OK4KO refer the people for job with your esteemed organisation. This is very common term
in Coca Cola; in fact, this is the process of recognizing the employee's loyality and
Values.This means organisation need valuable employees like you.
Campus Recruitment:
This campus recruitment is the systems where various organizations visit the college
campuses to recruit bright youngsters to work for them. The various selection processes
tend to remain the same for most of the companies. The selection occurs through 3 main
steps,
(I) Aptitude test,
(ii) Group discussion (GD) and,
(iii) Personal Interview.
Hiring great candidates is a pretty hard job. Recruiters try to dip into their employee's social
network by having them refer candidates they know.

Contract Recruitment:
In this kind of recruitment two basic points to be considered, first abilities to match a job
requirement and the specialized skill and professionalism of contractors.
Communication is critical throughout the process- Contracts,Insurance, accommodation and
expenses all need to organize efficiently and professionally.
Temporary Recruitment:
A Flexible work forces that can respond to your everchanging business demand.This is
recognized by quick, efficient and provide strong level of fit between the requirement of
campanies and matching skill, attitude and behaviour of candidates. This is one of the most
noticeable effects of downsizing epidemic and labor shortage of past two decades has been
dramatic rise in the use of temporary employees.Today ,JUST IN TIME, can be formed
staffing all types of jobs in the organisation including, professional, technical and higher
executive position.
Trends in Selction Process:
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Application
Interview
Psychometric Assessment
Reference check
The offer
Orientation

* Application:
If you go through advertisement for recruitment ,one item is common ,"Last date of
application", means buy the application, fill the application and reach the application on or
before that date, in the very first of important date. The common application form generally
consists of:
Personal Information :It comprises name,date of birth,gender,marital status,detail of his
family ,annual income of the family ,address etc.This heplps in identifying the applicants
socio economic strata and family background.This information also helps in the assess his
suitability in the organisation,in the job and in the team that he would be associated with.
Educational Qualification : This includes schools,colleges and institution attended by
applicants or jobseekers, the period of study,the various courses taken and subjects
studied ,the percentage of marks scored and the class of grade secured by him.This
components provides opportunity to assess an applicant's academic background.

Work experience: This provides basic information on applicant's previous job.This will help
the prospective employers to understand and evaluate the, candidate's suitability to the job,
his working habits and his competencies.in relation to the job.
Salary: (Present and Expected): The salary structure is important because different
campanies have different salary structure.A company might have low basic salary but higher
percentage of other components.
Personality Items: This requires the applicants to provide information on his strengths
and weaknesses,his professional goals- both long terms and short terms and his hobbies
and interest.This extra information help the employers to understand his hobbies and
interest.This extra information helps the employers understand personality of applicants
which would help in motivating and improving his performance on the job.
Reference Checks : In this ways organisation wants to check credibility of candidates and
to get past record of an applicant.
* Interviews:
Preliminary Interview : The aim of prelims is to eliminate the applicants who are
obviously unqualified of jobs.These interviews are generally informal and unstructured and
conducted even before the candidates fill in the application blanks. This is presenting more
obvious facts and information.This enables the manager to quickly evaluate the interviewee
on the basis of appearance and quality of communication.
Formal and structured Interview: This interview is based on through job analysis, which
directs the flow of interview.The questions cover all pertinent facts.The same questions are
asked to all candidates which helps in better evaluation.
Unstructured Interview: No structured frames of questions.The more open ended
questions. A candidate remained comfortable through out the interview.This tends to more
subjectives.
Indepth Interview: This is more suitable in selecting the candidates for high end
technology and high skill jobs. Experts in the relevant areas test the candidates ,knowledge
and understanding of the subjects and assess his expertise.They determine suitability of
candidates for the jobs in questions and based on these evaluation.
Panel Interview: In this process, representatives from various departments get to meet
and interview a candidates.This reduce the subjectivities involved in the one to one
interview.
Group Interview :This method is resorted to when the number of applicants is high and
time available for interviewing is short.This method is useful in while recruiting for entry
level and junior management position.

Stress Interview: the objective is to test the applicants abilities to performs and deliver
under stress.Interviewers put the interviewee under stress by repeatedly interrupting him,
criticizing his answer,asking him unrelated questions or keeping quiet for long time after
interviewee has finished talking.
* Psychometric Assessment :
This is standardized procedure to measure intelligences or aptitude or personality of
aspirants. This is one of the important parts of selection process of many domestic and
international organizations. This help employer to find best match of individual to occupation
and working ambience. It should be standardized, reliable, predictive and non
discriminatory.
* Reference Check:
The information given by the candidates is checked by references after final decision taken
and before offer is to made.This reference might have been work related (such as former
supervisor or co worker) or they might have been personal (such as friend, clergy, or family
members). In either case, to the extent that you could, you provided the organisation with a
list of people who you believed would generally speak favourably about you.
* The Offer:
Once the candidates are evaluated and final decision is taken, then the offer letters is made
which is formal, written and requires acceptance in writing.The objective of the offer letter is
" we are pleased to select you for our esteemed organisation."
* The Medical examination:
This is very common in hiring process .This is in fact mentioned in the clause in offer letter
to the candidates , which says that the offer is conditional on the candidates being medically
fit..
* The Orientation :
Orientation is process by which we introduce new employees to the organisation, their
superiors, coworkers and job.The orientation process provides a foundation upon which new
employees can build their skill and contribute to our efforts to providing responsive and
effective services to the organisation.