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2016 trends disrupting how HR functions in India!

Sanjeev.Agrawal
30th Jun 2016
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The fact that the dynamics of the recruitment industry in India has altered completely can’t be overstated. However, a few trends stand out in particular as they are taking the segment by storm. Digitisation of the world that we inhabit has in a way democratised how corporate hiring works. Today, you don’t necessarily need recommendations from high-level executives to have your CV noticed by your dream company. Recruiters don’t need to conduct extensive job fairs in the hope that they may stumble across some good talent. Here’s a look at the top five ways in which the HR space of India is being revolutionised every day.

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Virtual interviews

Employers today are eliminating redundant techniques to draw and acquire the most versatile talent by tapping the benefits of being online. They are now leveraging tools such as Skype, Google Hangouts and even Viber to interact with candidates. This not only saves the applicants’ time, it also helps to minimise the expenses that the organisation bears in the recruitment process. Additionally, it leaves a strong impression on candidates about the company as a tech-savvy, approachable, and efficient organisation.

Many leading Big Data brands are approaching prospective candidates using this technique and are increasingly relying on social media recruitment for their staffing needs. While assessing their abilities, this also helps them gauge a candidate’s various characteristics, which could otherwise go unnoticed. The social recruitment process reveals the true personality of an individual and helps HR teams hire effectively for the role in question. Besides expanding the reach and eliminating several inconveniences in the hiring process, virtual interviews and social media background checks help an organisation find the perfect fit for a key role in ways that are more effective than ever before.

Faster processes

Several Indian companies are increasing their efficiency by eliminating long-drawn and exhaustive application processes for candidates. Doing so ensures that the company does not lose valuable talent due to excessive paperwork. Organisations today are becoming more employee-focused as no one wants to lose good talent due to endless and complicated application processes. Faster processes also result in quicker hiring for key roles that may be vacant. Keeping certain leadership job posts vacant for a long time can have a deleterious effect on the fortunes of the company. Higher turnaround times in hiring can help prevent this situation.

Mobile and millennials!

The ever-increasing smartphone penetration has opened a plethora of opportunities for recruiters. Tech-savvy HR managers with a firm understanding of new-age talent know that it is imperative to have a mobile-friendly career section on their web pages to woo millennials. Organisations today also ensure that loading times are fast and that the navigation is user friendly. Many leading brands, in fact, have listings on all mobile-friendly social platforms and have been successful to attract the right candidates for their needs.

Organisations with wider visibility

Job seekers typically use all available resources to find the employment of their dreams. Different web pages, industry-specific hiring portals, social media sites, and groups are just some of the destinations where top companies have to be present in order to reach out to good talent. It is essential for brands to increase their presence online, build credibility amongst their target audience and find enthusiastic applicants for the various roles that may be vacant.

Self-assessment

A majority of HR departments never experience how efficient or inefficient their hiring process actually is. HR Managers are today physically checking the job application spotting weaknesses and making improvements as required. They put themselves in the position of the applicant and try to assess how easy, seamless, or painstaking it is to apply for a job in their company. They also look closely at whether ample information is available on job postings and if the company’s core proposition for potential employees is adequately presented on all social channels.

(Disclaimer: The views and opinions expressed in this article are those of the author and do not necessarily reflect the views of YourStory.)

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