Have you ever read the history of recruitment? No? Let me give you a gist on the history of recruitment which started way back in 1940’s. During the World War II, all soldiers were recruited to increase the battalions. Interesting ain’t it? The Recruitment process through the years have drastically changed. In today’s time technology has taken a big leap towards automating the entire recruitment lifecycle starting from Sourcing a Candidate till Onboarding a candidate. Having said that let’s have a look at how technology has evolved on each phase of recruitment and ways to leverage it to make your hiring process more efficient.
The first important step in the phase of recruitment is attracting a candidate for a particular opportunity through online platforms even before sourcing or screening. Just imagine in the early days, during the 1950’s and the 1960’s, attracting the candidate was either through word of mouth or sticking posters to notify the opportunity. Things slowly started changing after 1980’s where newspapers emerged as the only effective medium for the companies in advertising their open positions.
As technology platforms started emerging in the market, people shifted their focus towards gathering information online by visiting the company website or reading information from Wikipedia, Google etc. Today, some of the well known platforms like Glassdoor, Facebook, Linkedin, Hirist, Twitter, Indeed, etc have better insights on the companies across the word. Inspite of all these technological advancements, there is still a bunch of candidates who know about these options but still do not utilise them.
According to sources, the concept of Resume creation or Curriculum Vitae was introduced way back in the 1950’s which was all about briefing about themselves and listing down their skills. While the early days of recruitment did not have much importance on resume, as it was considered just as a piece of information, meeting face-face and discussing things was considered to be more comfortable. Storing and organizing candidates information was also considered to be one of the major challenges at that point of time.
Post dot-com bubble, companies like Naukri and Monster started gaining people’s attention with companies and candidates started using these platforms.. It was these job portals that made Resumes or Curriculum Vitae mandatory and a primary sources of information. Recently LinkedIn has also joined the game and is currently having a user base of 42 Million only from India. Wait the excitement doesn't end here - recruitment is getting much more smarter and intelligent with Artificial Intelligence, Machine Learning, Data Science which are starting to have a huge impact in a way where a candidate can be identified for a job. Some startups like Belong, TalentRecruit, Skillate etc who use AI, Machine Learning for identifying the candidates, are now trending in the market.
Even though we debate on technology advancements, AI, Machine Learning etc., screening is one of the process that demands Human Intelligence. Since the day recruitment started, screening is one of the process which is best done manually by recruiters from manpower agencies and corporate companies. Apart from this, start-ups which were mentioned earlier also offer similar kind of service for automating the screening process.
Supposingly you schedule a candidate for an Interview and he doesn’t turn up!! “Oh my god!! It’s a No Show” - one of the most common phrase in the entire HR fraternity. Even though we use technology to source and screen candidates, scheduling a candidate is best done manually. A candidate might not turn up for an interview for various reasons which includes the candidate's willingness to wait and take up the interview on a weekend drive, or, some may not be interested in the company due to the bad reviews posted online, for some it may be personal reasons and there are even candidates who don't take up the interview deliberately because of laziness. Having said all the reasons, it’s essential for the recruiter to give a complete transparent picture of the company to the candidate which would help him take a better decision.
After we invest all our efforts and time to source and screen the resumes, interviewing becomes more important to check if the candidate is qualified for the job. In the earlier days, interviewing a candidate was all about “Building trust”, meaning the interviewing process was not tough and all things to be discussed were sorted out in a single meeting. But the present interviewing process differs and companies are getting more creative to make the entire process lengthier and to assess the candidate in a better manner.
With recent advancements in technology, companies have tie ups with at least one or more platforms to assess them in screening their candidates properly. According to some of the recent reports, around 15%-20% of the people lose their interest just because of the delay in interviewing. For instance, at the time when companies faced difficulties in preparing a proper coding assessment as a part of their interview process, platforms like HackerRank, HackerEarth etc came as a huge problem solver gaining their attention... Even though coding platforms partially serve this purpose, hiring managers still find it difficult to interview a huge set of candidates. Recent platforms like InterviewDesk helps organizations to outsource their entire interview process, wherein expert interviewers screen the candidates on the companies behalf, saving upto 50% of time and cost spent on hiring. There are also similar startups like AirCTO, Monjin, eTeki etc who work on a similar model.
After successful completion of the above-mentioned phases in recruitment, onboarding is the final step that involves a lot of patience and organizing skills. The early days of recruitment involved lot of paperwork and companies found it very difficult to organize their employee records. That's the place where a lot of players in the market came up with the concept of HRMS (Human Resource Management System). An HRMS system records all information of the employees right from the date of entry till the exit and they have smart retrieval systems too. Some of the famous players in this areas are Oracle, ADP, Ramco Systems etc and the list keep growing.
After reading the above advancements one may think technology has taken a big leap in recruitment but at the end of the day, nothing is possible without human intervention.
I believe the above listed six secrets may help you find a suitable job. Keep reading our topics every Monday and post your valuable comments… Sign up with InterviewDesk for more details.