Contemporary Trends in Recruitment

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Hello friends.

Now let’s move forward and talk about “Contemporary trends” within recruitment.

A lot of changes have happened and we are seeing a lot of changes happening within the domain of recruitment, which we have now started seeing from the point of view of talent acquisition as well.

Let us see some contemporary trends and what their advantages are in the near future…

The first approach is to move from “reactive to proactive”.

This is the biggest shift that we are seeing slow changes in how recruitment as a function is moving towards the proactive site.

What happens now is that we have to do workforce planning to a large extent. And with the “current level of HR analytics, it is relatively easy to increase the quality of workforce planning”...

Well, “who are the people or kind of people who are most likely to leave in the coming years?” “What are the capabilities where there is an upward trend in demand?” So, when we derive all this with the use of analytics, we will be able to hire for future requirements.

So, we don’t need to wait for the vacancies, and rather focus on “recruitment and selection to strengthen the capabilities you will need in the future”. So, when will the capability come, when will I recruit them?

We don’t need that. We can be proactive in our approach and we can say that this is the need of the future and this is what we think will strengthen our organization’s talent pipeline. (Got it?)

Next, we will talk about “from recruiting for jobs to recruiting for assignments”.

Now, generally, “organizations are starting to become more flexible, and if we have a look at the overall shift, it is moving towards a gig economy. What happens in the gig economy is that some specialists who have subject matter knowledge are hired by the organization on a project basis. They are associated with different organizations and of course, they have to sign a non-disclosure agreement first. They share their expertise with the organization and move on to the next organization.

So, if we look at the overall shift, a major trend that is seen these days is how we can hire the best people for a particular assignment and execute the assignment.

So, for those people who are subject matter experts and those who have expertise in a particular domain and are self-employed, how can the organization give an opportunity to such people so that they are able to provide their expertise and help the organization in meeting its objectives.

Also, there are many online platforms where the services of this particular domain are offered wherein both the recruiters as well as the candidates are available. They meet on such platforms and they discuss the opportunities and take them up ahead. Okay.

Now, the next topic trend is “Gamification in recruitment and selection”.

Nowadays, it’s quite boring when the recruiter asks the standard questions and the candidates answer the same old answer. And especially now that we have Gen Z and the millennials who are now entering the workforce.

So now what happens is gamification is being used a lot these days to strengthen the employer brand of the organization to make the recruitment a little fun.

So, when a candidate is a part of a particular simulation or a game, then we easily get to know about his profile, his decision-making, and many other behavioral traits.

Well, to ask any candidate what are your strong areas, what are your weaknesses? That is quite a mundane approach. Rather tell them to play this game, and then we will proceed with the discussion.

So, within that, you will be able to create the end-to-end profile of the candidate and you will be able to see whether the person is the right fit for the job or not. Okay.

With this, we come to the closure of contemporary trends.

If you have any queries or comments, click the discussion button below the video and post there. This way, you will be able to connect to fellow learners and discuss the course. Also, Our Team will try to solve your queries.

I will see you soon with the next topic.

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