This is a user generated content for MyStory, a YourStory initiative to enable its community to contribute and have their voices heard. The views and writings here reflect that of the author and not of YourStory.
Sourcing and assessing the right candidate in today’s dwindling talent pool.
This is a user generated content for MyStory, a YourStory initiative to enable its community to contribute and have their voices heard. The views and writings here reflect that of the author and not of YourStory.
With the majority of boomers retiring back-to-back in the next couple of years, literally leaving the position empty, there is a dearth of experience in the companies. This has organizations in a panic over filling positions that require very specific set of skills and experience.
Perfect fits for your organization are scarce and not-so-great people are over-represented in the market today. Hence basically, the demand is high and the skills required don’t match what is available in the market.
The pain point for employers - how do you get the most qualified people(who are most often than not, passive) to learn about your open position and act on it.
The solution:
Aggressive branding and powerful brand presence to get to the passive candidates, with the right skill sets. With today’s tools and technologies available, all it takes for a recruiter is a smart decision to make the right move, for increasing visibility in the right talent pool.
Talking about painpoints, the elephant in the room that is most often worked around and ignored by recruiters is that, today’s strategies fail to accommodate data points in their hiring process.
Some misses in your recruiting strategies that could be the causing damaging errors in collecting a candidate’s profile:
Murky logic-skill matching.
Understand what is really relevant for your job. Resumes being too long and in big numbers, browsing through them can show results prone to a lot of error. Also, since a lot of skills are transferable to various kinds of jobs and scenarios, it becomes important to look at it from the perspective of the industry and keeping in mind that specific role.
The high reliance on the years of experience and degrees.
Today this information can’t take you far, beyond the traditional sense. Today it is not very difficult to land yourself a candidate who is fluent at writing bad code.There is a gigantic difference between knowing and being skilled at something.
Overly verbose and yet not exact job descriptions.
The job descriptions are so articulate and written in layers that it would require a degree in HR to crack it. The job descriptions should carefully reflect the specifications of the role , the respective skill sets, the personality attributes of the candidate, to check how well they fit in the organization, and any other such relevant experiences or characteristics that would ideally differentiate an applicant from another.
Technology has grown to be a recruiter’s best friend, aiding them in every single stage of hiring. Each new crises rising has a new tool that can help bridge the gap. Thankfully for recruiters, Codeground is an example of an online recruiting tool that after a lot of research, is equipped to aid recruiters in every step of hiring.
Packages can be personalized keeping in mind, organization specific pain-points. The array of services provided include, brand promotions to the right target pool, Artificial Intelligence based reach to over 1000 active candidates, etc.
The services provided don’t end here as Codeground provides an assessment platform to help recruiter filter and assess candidates. The data points that a recruiter will gain on analysing the comprehensive report, will be the golden egg in the hiring process.
Being tech-friendly is a necessity and Codeground will hold your hands and walk you through your recruiting in ease.
Happy Hiring,
Team Codeground