“In a high-IQ job pool, soft skills like discipline, drive and empathy mark those who emerge as outstanding” — Daniel Goleman

A recent conversation with an executive friend left me shaken. Her company was downsizing. She confided in me, “Facing my team to tell them their roles are being eliminated is the hardest thing I’ve ever had to do. Coding was child’s play compared to this.” Her words struck a chord — a stark reminder of the power of communication and human connection, and how, though crucial, these skills are often overshadowed by the fanfare surrounding technical skills.

There is no denying that flourishing, and even enduring in a professional setting demands more than just technical proficiency. While technical skills may open the door, it is soft skills, the unsung heroes, that keep you there. You and the workplace both need a well-rounded skill set that blends technical skills with interpersonal expertise.

A little more about these two skill categories…

Technical skills, often referred to as hard skills, include capabilities such as coding, video editing, data analysis, scientific writing, etc., and help execute specific tasks at a workplace.

On the other hand, interpersonal skills (referred to as soft skills) aid in navigating intricate challenges at the workplace. A few of them are:

• Communication: The ability to convey ideas clearly and effectively, both verbally and in writing.
  As Nat Turner puts it, “Good communication is the bridge between confusion and clarity.”
• Teamwork: Collaborating with others, contributing to group efforts, and fostering a positive working relationship.
• Attitude: Maintaining a positive and adaptable mindset significantly impacts  personal and team dynamics;  Winston Churchill concurs, for he once proclaimed, “Attitude is a little thing that makes a big difference.”
• Critical thinking: Evaluating information, making informed decisions, and solving problems using logical reasoning.
• Problem solving: Identifying challenges, analysing them, and developing effective solutions.
• Time management: Efficiently organising and prioritising tasks to maximise productivity and meet deadlines.
  “People who are high performers have the discipline to structure their day, and to be highly effective within a set time frame,” says Eric Frazer, author of The Psychology of Top Talent, and assistant professor of psychology at Yale University School of Medicine.

• Empathy: Understanding and considering others’ perspectives and emotions, fostering a supportive work environment.

The list is not exhaustive since there is no definitive list of soft skills. Any skill that helps you cope with a difficult situation or makes you pleasant to work with can be added to this list.

The powerful impact of soft skills

When two candidates possess similar technical skills, the spotlight shifts to soft skills. These intangible qualities separate good employees from the truly remarkable, which is why employers increasingly prioritise them alongside technical competency.

Consider the daily pressure of deadlines, saying “no” with grace (a surprisingly crucial and challenging skill!), collaborating with diverse teams, and navigating demanding clients. Hard skills alone do not suffice in these complex situations. The subtle hands of soft skills are needed to ease conflicts, foster collaboration, and ensure smooth progress.

Their magic lies in human connection. Strong soft skills enhance team dynamics, create a positive work atmosphere, and build bridges with clients. Unlike their technical counterparts, soft skills boast remarkable versatility. Whether a doctor, scientist, or accountant, effective communication, adaptability, and problem-solving are universal currencies for professional success. From entry-level roles to leadership positions, these transferable skills reign supreme in a world of constant change.

Research validates the power of soft skills. Harvard University, the Carnegie Foundation, and Stanford Research Center report that 85% of job success hinges on strong soft and people skills, while only 15% depends on technical expertise. The message is clear: in today’s dynamic environment, soft skills are no longer soft options; they are the backbone of exceptional performance.

Neglecting these skills is not just a missed opportunity; it is a costly proposition. Communication breakdowns, team conflicts, and missed potential — these are the hidden costs of ignoring the power of soft skills.

Crafting an effective soft skills assessment toolbox

“We refer to them as ‘power skills’, because without them, people’s technical skills are not running on all cylinders.” — Heidi Abelli, SVP, Product development, Skillsoft

Clearly, there is a lot riding on soft skills. A technically adept employee with poorly developed human skills will not last long in an organisation, and that is an HR nightmare. And this is not the biggest recruitment challenge.

Technical prowess shines on resumes, but soft skills often remain hidden. Unearthing these diamonds in the rough is the new frontier of recruitment. Forget checking boxes; evaluating soft skills demands innovative methods to reveal the potential that traditional interviews miss. Here are some ways to effectively assess soft skills:

Situational questions and examples:

• Critical thinking: “Describe a situation at work when you had to resolve a complex problem. How did you approach it? What steps did you take to analyse the situation and find a solution?”
• Teamwork: “Think back to a successful team project. How did you contribute to the team’s dynamic? What specific actions did you take to ensure collaboration and achieve shared goals?”
• Communication: “Tell me about a time you had to explain a complex technical concept to someone with no prior knowledge. How did you tailor your communication to ensure clarity and understanding?”
• Leadership: “Describe a situation where you led a team or initiative. How did you motivate and inspire others to achieve their best?”

Job-relevant scenarios and simulations:

• Presentation exercise: Give candidates a real-world presentation scenario they might encounter in the role. Assess their public speaking skills, organisation, and ability to handle questions.
• Role-playing: Simulate a challenging customer interaction or team conflict. Observe how candidates respond, communicate, and adapt to pressure.
• Case studies: Present realistic work-related cases and ask candidates to analyse them and propose solutions. Evaluate their problem-solving approach, critical thinking, and decision-making skills.

Standard personality assessment examples:

• Myers-Briggs type indicator (MBTI): Identifies personality preferences and potential strengths/weaknesses related to communication, teamwork, and leadership.
• HEXACO personality inventory: Measures six core personality traits (Honesty-Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, Openness to Experience) and reveals potential strengths and weaknesses in areas like interpersonal skills, stress management, and decision-making.
• Sixteen Personality Factor Questionnaire (16PF): Analyses five major personality factors (Extraversion/Introversion, Emotional Stability/Neuroticism, Dominance/Submission, Conscientiousness/Carelessness, Openness to Experience/Closedness to Experience) and their 16 sub-factors, providing insights into communication styles, teamwork dynamics, and leadership potential.
• Emotional Intelligence tests: Provide insights into self-awareness, social awareness, and relationship management skills.

Body language:

• Observe posture, eye contact, and gestures during interviews and assessments. Hesitation, nervous ticks, or lack of eye contact might indicate nervousness or discomfort, while confident engagement and active listening convey openness and communication skills.

Written tests and group discussions:

Problem-solving prompts: Challenge candidates with written scenarios or case studies, evaluating their critical thinking and analytical skills.

Group discussions: Observe how candidates participate in a structured discussion, assessing their communication, collaboration, and conflict resolution skills.

Examples of written tests:

• Situational judgement tests (SJTs): Candidates choose the most appropriate response to various work-related situations, revealing their decision-making and interpersonal skills.
• Workstyle assessments: Identify preferred work styles and potential compatibility with the company culture and team dynamics.

Examples of Group Discussions:

• Brainstorming sessions: Assess creativity, communication, and ability to contribute constructively to a group effort.
• Debates or panel discussions: Evaluate critical thinking, communication skills, and the ability to handle opposing viewpoints.

Bonus:

• Gamified Assessments: Interactive simulations can engage candidates and provide valuable data on decision-making, problem-solving, and teamwork skills under pressure.

Remember, effective assessment is a combination of methods. By utilising a variety of tools and exercises, you can gain a comprehensive picture of a candidate’s soft skills and make informed hiring decisions that go beyond technical expertise.

Additional tips:

• Calibrate your assessments: Ensure they are relevant to the specific role and required skills.
• Maintain transparency: Explain the purpose of each assessment and how it will be used in the hiring process.
• Provide feedback: Share the results of the assessments with candidates, offering insights for development.

By implementing these strategies, you can ensure that your assessment process identifies not just the most technically qualified candidates, but also those with the right soft skills to thrive in your organisation.

Conclusion

We have peeled back the layers, delved into the often overlooked realm of soft skills, and unearthed their hidden power. It is time to move beyond resume scanning and technical checklists. The future of hiring demands a revolution.

Look for the team player who builds bridges, the critical thinker who navigates complexity with grace, the problem-solver who thrives in the face of the unknown.

These skills weave the tapestry of a thriving organisation.

Investing in soft skills assessment is not a cost; it is a catalyst. It is unlocking the potential of your workforce, fostering collaboration and innovation, and building teams that adapt and thrive in the ever-evolving business landscape. It is about creating a culture where emotional intelligence fuels empathy and understanding, where communication is not just words but a bridge to shared goals.

The call to action is clear: embrace the power of soft skills. Invest in your own development, advocate for their importance in hiring practices, and nurture them within your organisation. In a world where technical expertise is readily available, it is the human touch that will truly set you — and your team — apart.

References:

linkedin.com

reeracoen.sg

fastercapital.com

shrm.org

nationalsoftskills.org

clevry.com

peoplescout.com

dol.gov

In the ever-evolving job market, the paradigm of hiring has shifted significantly from a focus on educational pedigree to a skills-centric approach. This transition, underpinned by the need for practical and applicable competencies, has led to a reevaluation of traditional recruitment methodologies that involved resumes.

Why resumes no longer serve the purpose

Historically, recruitment heavily relied on resumes. Academic and professional pedigrees were considered the key indicators of a candidate’s aptitude. Resumes showcasing degrees from prestigious institutions were the primary ticket to securing coveted jobs. This approach stemmed from the belief that a strong academic background was indicative of an individual’s overall capabilities.

However, as industries evolved rapidly, the skills necessary for success in the workplace became increasingly complex and dynamic. Traditional resumes, which typically highlight academic achievements and past work experiences, often fall short of showcasing the comprehensive skill set required for modern jobs.

The rise of the digital economy and increasing reliance on technology have further highlighted the limitations of traditional hiring practices. Skills like programming, data analysis and digital marketing, often not part of traditional education, have become highly sought after. Employers are now leaning towards candidates who demonstrate the specific skill sets needed for success in the contemporary job landscape.

Key factors fuelling the shift to skills-based hiring

In addition to the ineffectiveness of the resume, many factors have contributed to the rise of skills-based assessments for hiring. These include:

• Enhanced prediction of job performance: Skills directly relevant to job roles are more accurate predictors of an employee’s performance; they lead to improved productivity and reduced turnover.

• Expansion of the talent pool: By prioritising skills over degrees, companies can access a broader, more diverse talent pool, including self-taught professionals, candidates with unconventional learning paths and individuals with gaps in formal education.

• Reduction of bias and promotion of diversity: Skills-based hiring minimises the bias inherent in traditional methods and promotes a more diverse workforce by valuing capabilities over credentials.

• Efficient integration and lowered training costs: Candidates with the necessary skills can integrate into their roles quicker than others; they also require less training, resulting in cost savings and faster project initiation.

• Adaptability to changing work dynamics: The modern job market demands adaptability and continuous upskilling. Skills-based hiring aligns with these requirements, ensuring the workforce is prepared for future challenges and technological advancements.

• Alignment with the gig economy: The gig economy’s growth has shifted the focus to current competencies and practical skills from degrees, further endorsing skills-based hiring.

• Facilitation of collaboration: A workforce equipped with diverse skills fosters better cross-functional collaboration, enabling teams to work more effectively across various departments and projects.
• Improvement in candidate quality: Skills-based hiring has proven to enhance the quality of candidates, significantly lowering the rate of hiring mistakes and associated costs.

• Acceleration of the hiring process: Focussing on skills streamlines the hiring process, reducing the time from candidate application to job offer; this is especially crucial in fast-paced industries.

• Increased retention rates: Hiring based on skills has been linked to higher retention rates as employees are more likely to remain longer in roles where their skills are recognised and utilised.

The evolution of skills-based hiring through tailored assessments

Tailored assessments have emerged as a significant component of this new recruitment paradigm. These assessments offer a more complete perspective on a candidate’s abilities as they focus on practical skills rather than solely on academic achievements. These methods are instrumental in identifying candidates who are not just theoretically qualified but also possess the hands-on skills necessary for excelling in their roles.

Further, tailored assessments help evaluate the real-world application of a candidate’s skills and abilities, assess their growth potential and reduce unconscious biases in the hiring process.

The impact of skills-based assessments on career paths and progression

When candidates are identified through skills-based assessments and not traditional pedigree approaches, one can see career trajectories getting transformed.

Traditionally, job seekers with unconventional backgrounds or those seeking career changes often faced the daunting “resume wall.” With skills-based hiring, they can now demonstrate their abilities through tailored assessments and real-world examples, effectively bypassing the limitations of their resumes. Companies, too, benefit from getting access to a diverse pool of talent with a wide range of experiences and perspectives.

Insights from a HirePro report

The latest HirePro report also sheds light on the changing trends in recruitment, highlighting the increasing preference for skills over academic backgrounds. The report reveals several key findings:

• Overwhelming volume of applications: On average, every job posting receives about 250 applications, but only fewer than 10 are shortlisted and 75% do not get past the initial screen. This deluge of applications makes it challenging for recruiters to effectively assess candidates based on resumes alone.

• Inaccuracy of resumes: The report finds that 85% of job seekers exaggerate their resumes, with 56% claiming skills they barely know. This discrepancy between claimed and actual skills has led to an increase in interview rejection rates.

• Recruiter trust in resumes diminishing: A mere one% of recruiters rely completely on resumes, with a significant majority preferring to use interviews and candidate interactions for assessment. This shift indicates growing scepticism about the reliability of resume information.
• Mismatch in job descriptions and resumes: While 92% of job descriptions specify behavioural requirements, only 38% of resumes mention behavioural traits, and, often, there’s no validation for these claims.

• Shift in recruiter focus: Over the past five years, the focus of recruiters has shifted from job stability and keywords to skills and independent evaluation scores. Currently, 49% prioritise skills and 33% focus on independent evaluation results.

• Career path changes hindered by resumes: For individuals looking to switch careers, 92% of career switches happen within the same organisation, indicating that external career changes are hindered by traditional resume-based hiring practices.

• Custom assessments as a solution: HirePro suggests that custom assessments offer a more objective, fast and bias-free filtration process. These assessments have been shown to improve performance review scores by 64% in GCC, 73% in IT services and 87% in BPO support roles.

• Recruitment biases reduced with assessments: Implementing skill assessments has led to a 78% reduction in recruitment biases, compared to 44% observed with traditional resume-based hiring.
• Recruiter preference for skills: A significant 90% of recruiters focus on skills during searches, with 75% agreeing that skills-first hiring will be the focus in the next 18 months. Besides, 65% of recruiters in 2023 depend more on skills than on work experience.

The future: why campus engagement is key for the company

Campus engagement can be used as an effective tool to mould the future workforce for the evolving demands of skills-based hiring. By actively engaging with academic institutions, companies gain access to a well-prepared talent pipeline while students benefit from the opportunity to apply their learning in real-world settings, thereby enhancing their employability.

Here are some strategies for companies to ensure effective campus engagement:

• Build industry-academia partnerships: Companies can collaborate with universities and colleges to create curricula that are directly aligned with the skill requirements of today’s in-demand jobs.

• Host guest lectures and workshops: By inviting industry experts to deliver guest lectures and conduct workshops, companies can provide students with valuable insights into the practical applications of their skills.

• Establish mentorship programmes: Through mentorship programmes, companies can connect their experienced professionals with students. These mentors offer guidance and support, helping students navigate their career paths and gain insights from seasoned industry veterans.

• Offer internships and apprenticeships: Foster relationships with students by offering Internships and apprenticeships. These opportunities also allow students to apply their skills in a professional environment, giving them a taste of what to expect in the future.

• Engage on digital platforms: Utilise social media platforms like Facebook, Instagram and LinkedIn to connect with college graduates. Engage potential candidates through live interactions, webinars, virtual career fairs and interactive sessions.

Educational institutions also have a significant role to play in preparing students for a skills-based hiring environment. Here is how they can contribute:

• Lay emphasis on transferable skills: Curricula should focus on developing skills like critical thinking, problem-solving, communication and teamwork. These skills are universally valued across various industries and are essential for career success.

• Encourage project-based learning: Project-based learning is a powerful tool that allows students to apply their knowledge and skills in scenarios that mirror real workplace challenges.

• Promote a culture of continuous learning: Educational institutions must foster an environment where continuous learning is valued. Encouraging students to stay current with industry trends and advancements ensures that they remain competitive in the job market.

In conclusion

The shift towards skills-based hiring represents a fundamental change in the job market’s approach to evaluating potential. It champions a more inclusive, practical and dynamic recruitment strategy that benefits both employers and job seekers. Employers can leverage a diverse and skilled workforce while job seekers are empowered to overcome the constraints of traditional resumes.

As the job market continues to evolve, demonstrating practical skills becomes increasingly crucial. This trend heralds a future where skills, rather than academic pedigree, are paramount in determining professional success.

What was considered the typical way for candidates looking for a new job? Updating one’s resume, followed by sending it out to contacts and uploading it to various career websites or company career sites, wasn’t it? Well, unless you have been living under a rock, you know that those days are long gone!

Resumes with reams of text are no longer serving the purpose for organisations. It is the proverbial needle in the haystack situation. It gets increasingly tough, even with application tracking systems or ATS that help to sift and sort through thousands of resumes to find the right talent for your organisation. In fact, even good resumes sometimes fall through the cracks if the words used in the resume are not the right ones, leading to some of the best talent going unnoticed.

Though resumes have traditionally been used as the starting point for any job search, they do come with their own set of limitations. Let’s look at some:

• Resumes focus on experience over skills – Typically, resumes list out the experiences that the potential candidate has garnered over the years. However, the fact of the matter is that resumes with long, winding sentences listing out one’s career journey do not help organisations spot the top talent. The experiences listed do not really reflect the candidate’s core skills, strengths and personality.
• Focus is on the titles held by the candidates – Resumes also generally list out the various titles held by candidates during their stint at various organisations. At times, a title held by a candidate might not reflect the responsibilities that are being carried out by the individual or the skills and competencies gained by the candidate.
• Going through tons of resumes is cumbersome in the gig economy – Applications for certain positions can lead to an avalanche of resumes. Going through piles of resumes is quite a task even for experienced recruiters and talent acquisition specialists.
• Resumes leave scope for bias – Resumes might trigger bias against certain candidates, thus leading to unfair hiring practices. For example, candidates might gain favour or disfavour if they are from particular regions or are of a specific gender. Even the background of candidates, such as educational institutions attended, can potentially create bias. In addition, a break in one’s career (for reasons ranging from childcare to eldercare to pursuing higher studies) could bias recruiters against candidates who are otherwise highly qualified.

  

What can be done about these issues with traditional resumes? What is the way forward for employers when resumes no longer serve their purpose?

• Use tailored assessments

A tailored or customised assessment solution is a comprehensive set of exam software and services that is used to assess potential candidates and zero in on the right talent for a specific role. Vendors use their basic assessment solution and collaborate closely with the client to tailor the assessments as per client requirements.

At Hirepro, we offer customised assessments that meet the specific and unique needs of the client. As a hiring manager, you can use these assessments to test candidates on personality, aptitude, technical and domain skills and behavioural competencies.

• Seek proof of competencies and skills

Recruiters must seek proof of competencies and skills to find the most promising candidates. Instead of focussing on a candidate’s experience, hiring teams must deduce the competencies and skills that the candidate has gained through those experiences. These competencies and skills are what would stay with the candidate across tasks, projects and organisations.

• Embrace data-driven recruiting

Make smart hiring decisions based on a variety of data sources that go beyond the usual resume screening and interviewing. HR teams are now relying on data-driven recruiting to make informed hiring decisions, in turn reducing costs and improving hiring efficiency. Notably, with advances in technology, hiring teams now have at their disposal software that is able to predict the need for workplace expansion, trends in the workforce, a candidate’s longevity in an organisation, a candidate’s fit into a company’s culture and many other decision factors.

• Use algorithms

Developing suitable algorithms can help talent acquisition teams identify potential candidates who have similar profiles to those of the most successful past hires. These algorithms have the ability to evaluate resumes and job experiences and process behavioural compatibility and other attributes of every applicant in order to provide a score that signals their potential fit for given roles. The good news is that these algorithms even have the potential to eliminate unconscious bias while scanning resumes and accurately identifying candidates whose skill sets best match what is needed for every role, regardless of gender, race or other areas of diversity.

It is clear that the way forward for companies looking for stellar talent is to think beyond resumes. Game-changers that use the power of technology — customised assessments, data-driven recruiting and algorithms tailored for hiring — are helping organisations embrace the right talent and transform the way their workforce is recruited and sourced.

With the ongoing talent war and skills shortage, campus recruitment is the way to go. “Catch them young” is the mantra for recruiting the right talent. However, it’s easier said than done. While nearly all companies know that a solid campus recruitment strategy is necessary, almost half of them feel that it is not effective. College students have heightened awareness of companies and brands and they are well-informed about their options for employment. Given the limited time and resource constraints during campus recruitment, companies often lose chosen candidates to competition due to a lack of brand awareness or poor candidate experience.

As companies vie to capture the best talent on campus, they can no longer just appear at placement drives and expect the best talent to sign up. They need to engage with students well before the campus recruitment process starts. To engage with Gen Z, who are the future of the workforce, companies need to have a mix of physical and digital strategies. These digital natives have life at their fingertips, so why should job interviews and offers be any different? A solid campus recruitment strategy is necessary, and phygital campus engagement plays a vital role here.

What is campus engagement?

Campus engagement refers to the activities and events that lead to building the company and employer brand by acquainting students with the company vision and culture and cultivating a relationship with them, with the aim of making the company the first choice of employment during campus recruitment. Campus engagement can fuel the success of campus recruitment. With the right engagement strategies, companies can build brand awareness and recall value. When students need to choose between two companies that place similar offers on the table, they are likely to pick the one that they are more familiar with. To attract the right talent, companies need to think beyond career fairs and competitions. While these are still important, they need to ramp-up on different fronts to attain the coveted employer status on campus. A multi-pronged strategy consisting of a hybrid of physical and digital activities is necessary to build the quantum of engagement. This is also fuelled by an increasingly phygital world, where hybrid recruitment has become the accepted norm.

Technology in recruitment has opened up several possibilities. Companies now have access to and the ability to recruit from remote campuses without the associated logistical nightmares. With one-way pre-recorded video interviews, online assessments, and virtual interviews, companies can improve candidate experience. Alongside, physical presence on the university campuses adds a face to the name, so to speak, giving the opportunity to build personal connections with prospective employees well ahead of the recruitment process. Consistent phygital engagement is the way to go to capture the digital natives.

Strategies for campus engagement

Identify end-goals and involve leadership: The objectives of campus recruitment need to be well defined. For instance, is fulfilling staffing requirements with mass recruitment the end goal or is it to draw the best talent and hire them? If it is the former, the company may conduct mass events and fairs during the year; whereas for the latter, project competitions or online hackathons may work well and the company may identify the best candidates upfront. Getting the buy-in of top management and the go-ahead from business leaders is necessary as campus engagement is a continuous activity throughout the year, one that requires the involvement of several teams. Executive sponsors for campus initiatives are necessary; all the better if they are alumni of the institution as the sponsor has a personal connection and also possibly the necessary contacts at the college or university.

Create a campus engagement calendar: While conducting activities and events on college campuses seems like the way to go, a robust campus engagement strategy, which satisfies the defined goals and objectives and ties in with campus recruitment, is necessary. New engagement models that build online presence and relationships should co-exist with traditional methods such as supporting live projects for students or internship opportunities, giving the company the necessary phygital presence.

Build a calendar for campus engagement activities and events. These should include various touch points for students and also sync with the academic calendar. For instance, during university exams and assessments, the students will be busy with their academics and hence less likely to be engaged. College events or fests are a good time to show support by sponsoring events or merchandise. Organising online competitions is an easy way to get the digital natives engaged. Sending out invitations for Ted talks to the winners may be a way to drive people to participate. Get creative but stay in line with the campus engagement goals and objectives.

Target specific universities, colleges and candidates: Identify institutions that specialise in courses that are relevant to the business. Pedigree matters; however, there are several new universities of repute that are open to alliances with the industry. This also helps in building a long-term relationship with the institution.

You also need to think about the candidates you are targeting. This would depend on staffing requirements. Do you require the best of the best? Or, are you looking at learnability as a factor? Do you need students who have done specific courses or can you look at candidates who have alternate qualifications? For example, an IT company may target candidates who are engineering graduates in computer science or may be open to graduates from other engineering disciplines too. It all depends on the training programmes the company offers, the ramp-up time and the project requirements.

Adopt a win-win approach: Collaborate with universities and institutions to build synergy. Sponsorships for college fests, industry experts for guest lectures, support for any research projects or participation in industry-relevant curriculum development are some methods to build long-term campus associations. They increase visibility for the company and provide easy access to the student body. Transparency in communication with regard to the objectives of building this relationship is vital; expectations are set. Colleges may have tie-ups with multiple companies; therefore, it is important to have insight into activities and events as well as the academic calendar. Ensure an inclusive approach and spread the word to give access to diverse students.

Build the employer brand: Hooking the future workforce requires a phygital strategy, with the right mix of physical and digital activities that enhance the employer brand. Traditional approaches such as career fairs, placement talks, sponsorships and internships need to be combined with a strong online presence. Podcasts, viral marketing campaigns and online competitions, along with creative and interesting social media content, are ways to keep the student body tuned in. The idea should be to create strong brand recall value, which will attract the right students during the placement season.

How to drive phygital campus engagement

Today’s phygital world requires hybrid campus engagement tactics. Companies need to adopt innovative strategies to connect with the zoomers. With Gen Z spending an average of four hours on social media, leveraging social media platforms to build the employer brand and stay connected with college students is, dare we say, “obvio”.  Companies should leverage video-based platforms such as Snapchat, Instagram, YouTube and TikTok, which are popular among this generation. Content should be short videos in the form of stories to hold on to transient attention spans. Showcase content that features employee and alumni stories, work life and other interesting anecdotes about the company and culture.

Create opportunities for active engagement. Interactive and immersive videos that use virtual reality (VR) and augmented reality (AR) can draw in potential candidates and offer a slice of work-life experience. Hosting virtual tech talks and tours, webinars and “ask the expert” sessions are other techniques to give students an insight into industry and business. Invitations to visit the physical workspace, internships, mentoring, coaching and project support will continue to draw students in. Offer soft skill coaching and help with resumes to forge relationships with potential candidates; leverage this during the placement season. Build the employer brand and create a positioning strategy that distinguishes the company on campus. Train interns and make them brand ambassadors. For this highly informed and aware generation, diversity and inclusion can influence workplace decisions. Invest in diversity; for instance, providing scholarships for high-achieving female students or opportunities for neurodivergent individuals will help build a progressive employer brand.

Recruitment technology platforms are highly useful for phygital campus engagement. Companies can connect with candidates across remote universities and colleges to both build and nurture relationships with students and visit the campuses periodically for face-to-face interactions. HirePro’s university hiring solutions offer end-to-end campus hiring services, from strategic guidance to virtual onboarding, on a single platform that can be accessed by all stakeholders.

To establish a relationship with digitally savvy students, a robust  phygital campus engagement strategy is necessary. Immersive and interactive virtual and real experiences, constant communication and a transparent and honest approach will help you build the employer brand and give you an edge in the talent war.

Here is a familiar scenario that evokes the déjà vu feeling in most candidates hunting for a job.

You have applied for a job through an online portal with a professionally written resume that mentions all relevant skills and qualifications required for the job. Yet, you don’t hear back.

Why do you think your resume did not have the desired effect? There could be a few reasons not linked to your resume. Perhaps, your resume:

• Lacked clarity and originality
• Looked a bit too tailored to the role
• Matched other resumes that came in through referrals
• Did not generate confidence in the screening personnel
• Had no differentiating factor to offer

By now, you understand that even a professionally written resume may not necessarily help you land that dream job. If you analyse and understand the reason behind this paradigm shift, you are better armed for what lies ahead.

The phenomenal shift

The hiring industry had shifted gears to leverage technological advances in the pre-pandemic era to overcome the challenges of traditional processes. Whether time, cost, bias, lags or ineffectiveness in finding the right people, the woes abounded.

The pandemic heightened these issues and brought home the effectiveness of technological tools in turning around outcomes. Automated screening and scheduling and customised online assessments became the norm. Evaluating candidates beyond their technical skills became a key priority. With organisations opting for a holistic evaluation focussed on behavioural and on-the-job skills, resumes became defunct.

Let’s understand this change through some thought-provoking insights.

• A single job posting gets more than 250 applications on average, with less than 10 clearing the screening stage.
• You need about 10–20 applications to land an interview.
• To get an offer, you would have to attend 10 to 15 interviews.
• A resume is only 10% of why you get hired.

Even if you had mentioned all the right skills, your resume may not make it past the automated screening. A recent HirePro report found that 56% of candidates claim skills they barely know. Talent acquisition professionals are now well aware of the resume manipulation done by candidates.

What’s the impact of all these on recruitment? The HirePro study says that currently recruiters do not trust resumes as 85% of candidates lie in their resumes. The resume is now similar to the business card of a marketing professional who drops it, hoping to get a call back. But with multitudes of resumes showcasing similar credentials, it’s time to think beyond. And more so if you want to change your career path. The HirePro study found that 92% of career switches happen within organisations.

The way forward

How can you prove your worth for a job differently? Here are a few tips.

Networking

If you have not yet tried the employee referral option, it’s high time you did. Here’s why.

• Employee referrals account for 30–50% of all hires.
• Referrals are four times more likely to be offered a job than website applicants.
• 88% of employers rate employee referral programmes as the best source of applicants.

The trust factor in referred candidates is very high, especially in the backdrop of manipulated resumes. How can you find those referrals? It’s simple: networking. Find the right contacts by exploring and expanding your network to get insider tips on jobs and opportunities. Networking even helps you find jobs that are not published.

Build a network relevant to your role and industry to increase your chances. Some other options to network effectively are:

• Join LinkedIn groups
• Attend industry events
• Reach out to ex-colleagues or alumni

Exclusive communities

Nowadays, candidates have many avenues. You can join some exclusive communities to showcase your talent convincingly. For example, MyCareernet, a unique talent solution portal from Careernet, enables employers to create hiring challenges and curated events to hone in on the right people. Candidates can participate in these challenges to showcase their skills effectively to get hired.

Participate in events

Watch out for corporate events like hackathons or specific campaigns. Such events are a viable avenue to showcase your expertise to the right stakeholders. It will give you the much-needed visibility and confidence.

Leverage social media

Create curated content related to your industry or role and use your social media accounts to highlight it. You could create blogs and videos or share perspectives, innovative solutions, code discussions, research updates, etc. To get noticed, work towards being a thought leader.

If you are on a job hunt, switch from the traditional approach to a more effective one suited for the digital era. Leverage networking to find those referrals or prove your credentials innovatively to land that dream job.

References: 

https://hirepro.in

https://www.cnbctv18.com

https://medium.com

https://www.cnbc.com

https://www.zippia.com