Gone are the days of catchy advertisements for recruitments. Extensive job fairs to unearth fresh talent are also on the decline. Digitization is in, revolutionising corporate hiring processes and the way youngsters hunt for jobs. “The whole world is moving toward digitization. Digitized world helps smoother, better, easier ecosystem to access and assess performance, profile matching etc. of a student,” says Srikanth S, Placement Officer, Amrita School of Engineering, Coimbatore. Social Media, Mobile Recruiting and Applicant Tracking System are some of the technologies that have changed the face of recruitment and HR.
Applicant Tracking System (ATS)
The first step in any job interview is getting the recruiter’s nod for your résumé. Whether it gets noticed or gets chucked hardly takes seconds. Earlier company HRs used to scan hard copies of résumés to find the best fit. ATS has replaced this paper-and-time-intensive process in most places. The software handles the first stage of an interview by scanning and sorting thousands of résumés and finding out the ones suitable for the positions concerned. However, there could be drawbacks as well, says Dr. Sanjeev Bansal, Dean of Faculty of Management Studies at Amity University, Noida. “Applicant Tracking System cannot completely replace traditional way of scanning résumés as there are many parameters which are considered in shortlisting a candidate and ATS cannot be an ideal tool as the scanning of résumés of candidates involves a host of parameters for selecting the best fit,” he said. So a number of PSUs that recruit in large numbers still resort to traditional way of scanning résumés.
Networking has always been an important part of job seeking as well as recruiting. According to an ASSOCHAM survey that focused on sectors like BPO, IT/ITes, financial and other services, construction, real estate, hospitality and others, 68 percent of the HR managers looked at LinkedIn and/or Facebook or Twitter to get an idea about the candidates. Now the question is how is it done? So for instance, if the recruiters are looking for a writer, they can find the same on a common interest group on Facebook. Experienced HR personnel can also make out from the kind of posts on the Facebook the level of intellect of the candidate. Similarly if the recruiters are in search of a leadership coach, they can look for some interesting tweets to find the person behind the one-line wit.
Social media for job seekers
Social media is also used by job hunters who are conscious about their posts, pictures and post academic and professional achievements online. LinkedIn gives you the opportunity to showcase your achievements by uploading work samples on your profile pages. “In today’s fast evolving world, social media is playing a very important role in overall talent acquisition process. While various platforms like LinkedIn, Facebook, Twitter, and blogging sites are being extensively used to source suitable candidates, the same are also good source of information for judging behavioural patterns of people. Although this information is not being directly used as selection/rejection criteria but it definitely provides very useful insight into the profile of candidate and is used for asking right probing questions during interviews for appropriate decision making,” says Vivek Kumar, Chief HR Officer, Indus Towers, a telecom towers player.
Chief Human Resources Officer,
Social media has helped in greatly enlarging the sourcing pool available for recruiter at their desktop, leading to significant increase in speed and reduction of cost of hiring process for the organizations. Plethora of information available on these platforms about every person helps corporates in making quality decisions.
Virtual Interviews are now taking the place of face-to-face interviews. Employers now use platforms like Skype, Google Hangout and Viber to interact with candidates. This minimises recruitment expenses and also saves time for applicants. Use of technology helps employers define the complete process with desired measurable outcomes. It also helps in selecting the best fit candidates. But will it rule out traditional interviews? Let’s wait and watch.
Mobiles as recruiting platforms
Majority of youngsters use their mobile phones for almost everything from web surfing to finding driving conditions. So recruiters find this platform an easy way to connect with their candidates. “This technology reduces lag time as the students are able to respond quickly to the company’s requirements. All job portals have developed mobile-friendly apps which has resulted in economies of scope and scale for the recruiters,” informs Dr. Bansal.
Recruiters and HR managers now post jobs and connect and chat with candidates through these apps. Some of the popular job boards like Monster, Indeed, Shine and so on have mobile portals and apps for recruiters as well as job seekers so that they can get involved in the hiring process anytime and anywhere they want.
Dr. Sanjeev Bansal,
Dean, Faculty of Management Studies
Mobile technology reduces lag time as the students are able to respond quickly to the company’s requirements. All job portals have developed mobile-friendly apps which has resulted in economies of scope and scale for the recruiters.
Although technology has made recruitment much easier, cost-effective, faster and more approachable but still it can never completely replace the human instinct necessary for identifying the right candidates. However, as Internet of Things allow for better operational efficiency in every type of environment, automation in recruiting can become a reality one day.
Dr. Vandana Sonwaney
Technology-driven hiring on the rise
Careers360: How is the placement scenario evolving on Indian campuses?
Careers360: Recruiting site Glassdoor says 9 on 10 job seekers use mobile devices for job hunting. Why is it so?
Dr. Vandana:Surely, smart phone, due to its 24*7 attention span and digital connect across forums will be preferred. Mobile applications can contribute more to recruitment processes.
Careers360: Can Applicant Tracking System replace traditional way of scanning résumés?
Dr. Vandana:Why not? The tracking system should allow complete information display in interesting forms. Sheer excel sheets may work only for primary shortlisting. Authenticity and correctness is of prime importance.
Careers360: Technology is making an impact on how employers recruit talent and how great talent finds the right employer, Your views?
Dr. Vandana:Digital connectedness is of great importance. Use of technology will help employers define the complete process with measurable outcomes. It will help in securing primary fitment. But I do not feel it will replace face-to-face interviews totally.
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