King Midas’ insatiable desire for gold ultimately turned his life into a curse. Food became inedible gold nuggets, and his daughter a gilded statue. He was trapped by his greed. You know what else is a trap? Clinging to outdated methods, despite their lack of scientific foundation.

Imagine a case of high-volume recruitment. The traditional approach is like shouting in a crowded marketplace, throwing a massive net and getting hundreds or even thousands of applicants. It is easy to overlook top talent in this sea of applications.

How can one avoid it? Is there another way to discover the diamonds among the rough in your talent pool?

Data-driven recruitment is a smart option. It is a powerful tool that cuts through the clutter and points to the perfect fit for your company’s culture and goals.

Here’s how data can be a game-changer for high-volume recruitment:

• Targeted sourcing: Forget generic job boards. Leverage niche communities and skill-based searches to reach the candidates you truly need. Analyse past hiring successes to identify your most effective sourcing channels.
• Objective selection: Data-driven assessments go beyond resumes, measuring relevant skills like coding or data analysis.This eliminates unconscious bias and ensures a fair evaluation.
• Predictive workforce planning: Study industry trends to anticipate future talent needs. For instance, data might reveal a growing demand for cybersecurity professionals, allowing you to develop a talent pipeline through strategic university partnerships.
• Job posting optimisation: This involves using keywords they typically search for. To find the most effective phrasing, A/B test different versions of your descriptions. For example, in a specific role, you could test whether “data visualisation” or “spreadsheet” attracts more qualified applicants.

The benefits are undeniable:

• Reduced bias: Traditional recruiting methods carry the risk of qualified candidates being overlooked because of unconscious bias. According to a 2022 Harvard Business Review article, there is a 25% chance of missing out on a qualified candidate from a different demographic background.
• Improved candidate selection: Data-driven recruitment eliminates guesswork by using objective data like skills assessments and past performance metrics to find the ideal candidate, regardless of background. According to SHRM, 61% of HR professionals say data analytics improve their hiring decisions.
• Streamlined process: Data not only improves candidate selection but also streamlines the hiring process by identifying bottlenecks like lengthy application reviews and inefficient interview scheduling. With the average time-to-hire in the US at 40 days in 2023, data-driven recruitment helps optimise and expedite hiring, bringing top talent faster.
• Enhanced candidate experience: Use data to personalise communication. Keep the candidates informed. They feel respected, and their time valued. This will enhance their experience and help strengthen your employer brand. Candidates today value transparency and respect.

Here is your roadmap:

• Define goals: What are you looking for—specific skills, experience or cultural fit?
• Collect data: Utilise your Applicant Tracking Systems (ATS), skills assessments, interview feedback, candidate surveys, employee referral programmes and social media data to whet your search.
>Analyse and interpret: Look for patterns and trends that bring you great insights to enhance your recruitment strategies.
• Implement solutions: Refine sourcing channels, revamp job postings and utilise skills assessments more effectively.
• Track and adapt: Data-driven recruitment is an ongoing process. Regularly track key metrics and be ready to refine your approach based on what the data reveals.

Remember, data is a tool, not a replacement.

As Josh Bersin, a renowned HR analyst, says, “Big data is great, but big wisdom is better.”

Data insights, along with your recruitment expertise, augment the hiring process. What could have been a guesswork game suddenly becomes a science. The insights help you strategically build your dream team of the best and the brightest; they help reduce costly hiring mistakes.

Are you ready to take the first step towards smarter hiring? Remember, every day that you wait, your competitors are gaining an edge.

References

• LinkedIn
• Academy To Innovate HR
• Harvard Business Review
• SHRM
• JOVEO

The high cost of a negative candidate experience

Imagine acing the initial tele-interview for your dream job, only to be left waiting for 30 minutes on the in-person interview day with no explanation. You learn the hiring manager is double-booked and the interview is rescheduled, with no regard for your schedule. Frustrated and feeling disrespected, you might even withdraw your application.

Did you know that a staggering 52 per cent of job seekers reject offers due to a negative recruitment experience? But is the opposite true as well?

Why does building a positive candidate experience matter?

Seventy-six per cent of applicants say a positive experience influences their decision to accept a job offer. This makes fostering a positive experience a strategic necessity.

These are the benefits that companies prioritising a positive candidate reap:

• Attracting top talent: News travels fast and positive experiences become a magnet for high-performing candidates who value transparency and clear communication.
• Strengthening employer brand: Positive candidate experiences translate into positive reviews on job boards and social media, strengthening your employer brand and positioning you as an employer of choice.
• Expanding your talent pipeline: Positive word-of-mouth and social media build your reputation and attract a wider pool of qualified candidates.

The benefits of a positive candidate experience are clear. It is time to transform your recruitment strategy by prioritising candidate experience.

The recipe for a positive candidate journey

Revamping your recruitment strategy requires focussed effort. Here are seven key ingredients that contribute to a winning candidate journey:

• Empathy first: Understand the candidates’ perspective—their anxieties and expectations—to create a smooth and efficient process. This reduces their frustration and creates a positive first impression.
• Seamless process: Make the application process smooth and efficient. Here are some tips and tricks:
  1. Clear and concise job descriptions: This helps attract qualified candidates who understand their role and responsibilities.
  2. Mobile-friendly applications with minimal clicks: This caters to digitally native Gen Z candidates and makes applying convenient.
  3. Streamlined assessments and interviews: This saves candidates time and effort and communicates to them your respect for their busy schedules.

  Embrace technology and make the application process accessible and convenient, reaching a wider talent pool.

• Prioritise communication: Ask the candidates about their preferred contact methods (email or phone) and tell them who their point of contact is. Communicate throughout, including rejections! Ghosting is a strict no-no! This addresses any confusion and anxiety that may creep in during the recruiting process.
• Respect time: Start interviews on time and train interviewers on punctuality and virtual etiquette. This shows professionalism and respect for candidates’ time.
• Showcase your culture: Highlight your company culture through videos showcasing your workspace, team interactions and employee testimonials. This attracts candidates who resonate with your values and reduces post-hire turnover.
• Build relationships: Offer resources for interview prep and provide feedback on applications, even for those not selected. Treat all candidates with the courtesy you would show a client—personalised communication and prompt responses. This translates into glowing online reviews and social media buzz, boosting your employer brand.
• Transparency matters: Inform candidates about the use of objective criteria (a decision matrix) for fair and data-driven evaluation. This builds trust with candidates and demonstrates a commitment to fairness in the hiring process.
• Strong onboarding: Create a well-structured onboarding programme that welcomes new hires, introduces them to the company culture and sets them up for success. This increases new hire retention and engagement, leading to a more productive and happier workforce.

  By implementing these strategies, you can create a positive candidate experience that attracts top talent, builds a strong employer brand and sets the stage for long-term employee success.

Craft a journey beyond screening

In today’s competitive landscape, candidate experience is the tipping point: it is the difference between attracting top talent and watching them walk away.

This blog unlocks the recipe for a winning candidate journey, benefiting both you and your potential hires. By prioritising the seven key ingredients outlined here, you will not only reduce candidate frustration and build trust but also strengthen your employer brand and ultimately attract the perfect talent for your team.

Therefore, implement these strategies, nurture connections with potential hires and watch your talent pool flourish. The future of your company hinges on building strong relationships: start cultivating them today!

• Linkedin
• builtin
• Manpower Group
• indeed
• INTOO
• Forbes
• Career Plug

A recent McKinsey article titled “Using skill gap assessments to help future-proof your organization”, says, “Organizations that realign HR processes to match skill needs can boost employee engagement by 50 percent, lower training and development program costs by 50 percent, and raise productivity by 40 percent.” This insight highlights the profound impact of skill assessments on crucial aspects of business operations.

Upskilling and internal mobility are the need of the hour to mitigate talent gaps. According to the LinkedIn Future of Work 2024 report, recruiting will be at the forefront of upskilling and internal mobility programs, with 40% of recruiters believing this will influence the future of recruiting in the coming five years. That’s how essential upskilling and internal mobility have become. But how can organisations implement employee upskilling effectively?

The first step is to assess employees across the organisation to understand skill gaps. This helps formulate training and career development plans, creating a more invested and engaged workforce. Getting this right is crucial to meet the skilling objectives. It’s not merely the technical and functional skills that matter anymore; a thorough skill matrix should be prepared for employee assessment plans.

What skills should be assessed?

Assess skills ranging from technical and functional to soft skills. Essential soft skills include customer orientation, problem-solving, adaptability, strategic thinking, and leadership. A holistic skill assessment approach aids strategic initiatives, including refining hiring processes to a skill-based approach. Further, this enables planning effective learning and career development programs with the necessary sponsorship and mentorship.

Let’s see what kind of employee assessments help plan upskilling programs.

1. Regular performance appraisals

   Most organisations conduct half-yearly or annual performance appraisals to measure employee performance against set objectives. These help understand an employee’s progress during their tenure. If the KPAs and metrics are well designed, communicated, and tracked, the periodic appraisals can provide valuable insights for planning career progression and L&D. However, recency and appraiser bias, inadequate data, and lack of training can be bottlenecks in such appraisals.

2. 360-degree feedback

   In these assessments, HR collects holistic feedback from all stakeholders interacting with an employee to avoid biases. This method provides more comprehensive insights than regular performance appraisals. Challenges to consider include time, confidentiality, and the need to train employees to give and process feedback constructively and unemotionally.

3. Cognitive tests

   Assessing cognitive skills helps gauge a person’s aptitude, quantitative and logical reasoning. Cognitive tests conducted during hiring might have been satisfactory for a specific role. However, if an employee needs to take on more responsibilities or shift to different roles, it is crucial to reassess their suitability. Cognitive tests help accurately assess this aspect.

4. Personality or behavioural tests

   To avoid discovering shortcomings post-hiring, many organisations gauge behavioural aspects through personality or behavioural tests during the recruitment process. Traits such as attitude and emotional intelligence (EI) are key enablers for workplace performance. Considering that hiring leaders is a significant challenge, most companies prefer to groom leaders in-house. The starting point would be assessing an individual’s leadership potential through AI-based performance indicator predictions. Additionally, since traits like EI and leadership skills can evolve, periodic reassessment is beneficial to understand an employee’s changing potential.

5. Knowledge tests

   Technical roles require specific technical capabilities like coding, scripting, and testing. While hiring, a candidate might have cleared the requisite technical tests for a position. However, as companies diversify into various fields and technology advances rapidly, it is essential to reassess the depth of their technical knowledge. This helps plan their career advancement and facilitates upskilling and internal mobility for new projects, instead of hiring.

6. Functional tests

   Measuring an employee’s knowledge and progression is essential, even for non-technical roles. Every employee undergoes formal and informal training during their tenure. Understanding the effectiveness of this training helps gauge the person’s performance and attitude towards learning. Furthermore, every function from HR to purchase is evolving. A traditional resume-screening recruiter may not be able to deliver the desired results now. The definitions and KPAs of roles such as Chief Financial Officer and Chief Purchase Officer have seen changes with a cascading impact on their team members. Thus, periodic functional tests are required for every role in order to ensure employee growth and engagement.

Ultimately, the type of employee assessments that work best will depend on the organisation’s size, sector, and nature of business. However in the long run, these assessments are crucial for driving the success of any organisation.

References

• elearningindustry.com
• mckinsey.com
• eskill.com
• business.linkedin.com

In today’s era of tech-enabled personalisation, almost every aspect of our lives has been transformed, including hiring. The traditional approach of administering standardised tests to numerous candidates has given way to customised tests.

Customisation helps identify the best-fit candidates based on holistically crafted assessments that gauge all aspects required for a specific role. It does so more realistically, with optimised resources and costs. As organisations increasingly adopt a skills-first hiring approach, customised assessments are becoming essential. They help elicit many hidden skills and traits of candidates that most standard assessments often miss.

How can organisations customise the assessments for their recruitment needs effectively? Here is a three-step strategy to achieve the desired outcomes using customised assessments.

1. Plan

They say failing to plan is planning to fail. When it comes to customised assessments, planning is critical for success. What are the factors one must consider while planning? Let’s take a look.

• Evaluate the hiring process to know at which stage the customised assessments need to come in.
• Analyse the roles that are hired and the relevant skills needed, including personality traits and cultural fitness. For example, customised assessments may work best for niche and specialised roles or leadership
  positions, while standard assessments might only need slight adjustments for other roles.
• Determine the best way to assess the required skills. Various assessment options are available such as personality tests, virtual reality (VR) assessments, multimodal assessments, gamification, and adaptive tests.These options help organisations become inclusive by ensuring a fair chance for people with varying abilities to perform their best.
• The question bank is one of the most critical aspects of a customised assessment. Customisation typically means no two roles or candidates get the same paper. Hence, there needs to be a robust, accurate, relevant and updated question bank of high quality to ensure that the planned objectives are achieved. This often requires input from subject matter experts (SMEs) from academia and industry. The question bank should include realistic workplace scenarios enabling candidates to demonstrate their skills fairly and transparently to ensure unbiased hiring decisions.
• Scoring can be a challenge, when there are varied customised assessments to work with. The planning must also consider weightages and score calculation based on performance data. Proctored and recorded assessments with customised reports can provide evidence to support hiring decisions.

Planning with these considerations can ensure customised assessments give the desired results.

2. Pick the right online platform

The best way to implement customised assessments is through credible online platforms. When choosing an online platform, several factors should be evaluated:

• Compliance: Ensure the platform meets applicable standards and regulations.
• Security: Check for data security and administration capabilities.
• Robustness: The platform should handle machine and internet issues, with recoverability options.
• Integrity: Look for features to identify fraudulent behaviours, such as impersonation alerts and live and automated proctoring.
• Integration: Assess whether the platform can seamlessly integrate with existing ERP systems.
• Cost-benefit analysis: Perform an analysis based on the volume and type of hiring to determine the platform’s value.
• Audit and admin requirements: Hiring is a key function in any organisation, and has to be transparent and accountable. Therefore, the platform must enable audit trails with data and reports with evidence for every hire. A recent LinkedIn report titled “Future of Work 2024” mentions six predictions shaping hiring strategies for the year. According to the report, companies redefining the quality of hires are focusing on implementing objective and evidence-based candidate assessment processes.

3. Track, measure and tweak

Periodic tracking and measurement of identified metrics are necessary to ensure the process is on the right track. Technological advancements are disrupting the status quo more rapidly than ever before. It is crucial to stay abreast of the trends and incorporate changes accordingly.

Collecting feedback from candidates and internal stakeholders can provide insights to further refine the process.

Advanced technologies like AI will only further augment hiring. Only a good strategy or a proven partner can ensure that customised assessments succeed. HirePro offers precise customised assessments to maximise hiring gains, covering the complete spectrum of virtual hiring, including customised assessments.

References

• LinkedIn.com
• carleton.ca
• asqa.gov.au
• business.linkedin.com

Data reveals that GDP growth in YOY (year-over-year) terms is likely to dip by 1.5 per cent. A decline in GDP growth is expected to lead to a hiring slowdown as businesses adjust to declining profits.

This will give employers leverage in negotiations with recruiters. But despite this advantage, hiring top talent continues to remain a challenge. This is because organisations are trying their best to retain quality hires and trends indicate that candidates are less likely to switch jobs in a volatile market.

The recruitment landscape has undergone a complete transformation in the past few years. The shortage of skilled candidates has created an imbalance between the in-demand skills and the number of candidates who possess those skills.

Today, skills have become more important than experience in hiring.
Hence, designing recruitment strategies that are aligned with the specific job role has become more important than ever before. Recruitment strategies also need to meet the rising demands of candidates.

Changing candidate demands

In the recent past, the candidate experience was characterised by a relationship where the recruiter had the upper hand. The job market had more candidates than available jobs. Hence, employers could afford to be indifferent.

As it happens, the tables have turned over the last few years! Today, candidates with in-demand skills are sought after by multiple employers. Hence, it comes as no surprise that candidates with the right skills have become more demanding than ever before.

To meet the rising candidate demands, recruiters need to focus on brand building and communicating their brand story to candidates through the channels where they exist.

Talent can come from various sources like campus recruitment, cloud resources built on referrals, etc. To tap top talent from these sources, recruiters need to connect through these sources with meaningful conversations.

Well, sourcing candidates is just the beginning! The hiring process includes several steps like candidate screening, skill tests, interviews with candidates, onboarding and much more.

One of the critical stages in the hiring process is the candidate interview. If conducted effectively, interviews could reveal several details about the candidate. The recruiter can assess a candidate’s skill sets, communication skills, critical thinking, cultural fit and more through a well-structured interview.

How interviews are conducted

A few years ago, virtual hiring and remote working were unheard of. However, after the pandemic, they have become commonplace. Technological interventions have paved the way for refining virtual hiring processes.

One of the key aspects of the hiring process is interviewing, which could be online, offline or a mix of both.

Let us dig a little deeper into how the interview process has evolved over the years!

The traditional interview process involved a one-on-one conversation between the candidate and the hiring manager. The hiring manager would ask questions related to the qualifications and experience of the candidate to assess their fitment. Candidate screening was done based on the resumes and cover letters submitted by the prospects.

The problem with this method of interviewing was that it did not help in a comprehensive evaluation of the candidate. Moreover, the traditional process required several rounds of interviews, which wasted the time and resources of both the candidates and recruiters. Besides, traditional interviewing required the candidates to face a panel of interviewers who asked questions to assess their capabilities. This approach added to the stress for the candidate.

It is because of these and other reasons that businesses today are leveraging technology to streamline and enhance the interview process. In today’s digital era, online applications and digital resumes have become the norm. This has eased the job of recruiters, who do not have to sift through stacks of physical documents as they can scan resumes online and shortlist candidates based on specific criteria.

Hiring platforms like HirePro provide an automated ATS (Application Tracking System) that speeds up the process of filtering candidates based on experience, qualifications and other relevant criteria.

Technology has ushered in a new era of video interviews. Video interviews have become extremely popular among recruiters and candidates because they save time and resources for both. They not only help candidates showcase their communication skills and personalities but also enable recruiters to assess non-verbal cues and body language.

Video interviews enable recruiters to include assessments and skill tests in the interview process as well.

However, traditional and standardised video interviews do not accurately reveal the true attributes of the candidates. This is one of the reasons that recruiters are now focusing on personalising the interview experience for candidates. Also, recruitment of top talent requires offering an interview experience that is tailored to the needs of the candidate.

Customised interviews align with the unique needs of every organisation and the role. Unlike generic interview questions, a personalised approach facilitates a more accurate assessment of the abilities of the candidate, which increases the likelihood of recruiting the ideal candidate for the role.

Why recruiters need to customise interviews

Compared to a generic interview, customised interviews dive deeper into the candidate’s qualifications and suitability for a specific role. They evaluate candidates based on the distinct requirements of the job and the organisational culture.

Customised interviews incorporate a wide variety of assessment methods such as scenario-based queries, role-playing exercises or practical tasks, which mirror real-life work situations. These tests offer insights into the problem-solving skills of the candidate, their critical thinking abilities, communication skills and so on.

Behavioural assessments and personality tests, which are part of customised interviews, help in evaluating the soft skills and cultural fit of candidates.

You can also assess the compatibility of a candidate with team dynamics and corporate culture through customised interviews. This minimises the risk of hiring candidates who are not the right fit.

Customising interviews streamlines the evaluation process by focusing on the most relevant aspects of the candidate’s profile. This speeds up the recruitment process while minimising resource utilisation.

By customising interviews according to a specific job role, you can minimise unconscious bias in hiring, which helps recruit diverse candidates.

Customised interviews also provide a great candidate experience. They give the candidate an opportunity to showcase their skills and discuss their experiences in a meaningful manner. These aspects make the candidate feel more valued and motivate them to give their best performance.

A great interview experience enhances employer branding.

How to customise interviews

Establish your recruitment goals

The first step in personalising interviews is to define what you expect to achieve through the interview process. You need to have clarity on aspects like core competencies, values and expectations for the role. Ascertain how you expect to align your personalisation strategy with your company’s vision, mission and goals. These factors will help you develop a well-defined framework that will avoid irrelevant, discriminatory or inappropriate questions.

Find out more about the candidate

To create a personalised interview experience for a candidate, you will need to research the candidate. Collect data about the candidate from sources like resumes, portfolios, cover letters or social media profiles. Analyse the candidate data to identify their interests, motivations, skills and background. These data points will help you build a customised interview experience for the candidate.

Put the candidate at ease

It is a good idea to adapt your style to that of the candidate without compromising on professionalism and objectivity. You can build an engaging and comfortable interview experience with the help of techniques like rapport building, storytelling, active listening, etc. Boost the candidate experience by adjusting your tone, pace and language to align with that of the candidate.

Provide feedback

Provide constructive feedback to the candidates to help them reinforce their strengths and address their weaknesses while clarifying your expectations. You can also ask the candidate for their feedback to help improve your interviewing skills.

Assess your results

Use techniques like rating scales, rubrics or notes to record and compare the performance and fitment. Make sure that your assessment is fair, objective, transparent and consistent.

How hiring platforms facilitate customisation of interviews

AI (Artificial Intelligence)–powered hiring platforms have become extremely popular in recent times because of the multiple benefits they offer.
AI brings a high level of efficiency, objectivity and comprehensive evaluation to the interview process. Hiring platforms automate tasks like resume screening, candidate shortlisting and other routine processes, leading to time and cost savings.

AI algorithms scrutinise candidate answers to refine the candidate pool before in-person interviews.

Many hiring platforms leverage Gen AI. AI-powered bots ask relevant questions to assess the domain knowledge of the candidate. The technology is adaptive and adjusts the difficulty level of the questions according to the responses provided by the candidate. That is, they ask the next question based on the response of the candidate.

Thus, hiring platforms are highly effective in tailoring the interview process to the potential of the candidate.

The platform also rates the candidate for various skills based on the specified evaluation criteria.

Conclusion

HirePro is one of the most reliable hiring platforms that has become popular among recruiters. It enables recruiters to customise the interview according to the specific job requirements. HirePro helps recruiters tailor the interview process to assess specific skills and competencies leading to better hiring decisions.

Ever wondered why some economies roar while others just trot? The International Monetary Fund (IMF) has fancy terms like advanced economies and emerging markets and developing economies, but what’s the real difference?

There’s no one-size-fits-all answer, but strong economic growth, high living standards, open access to foreign investors and a dependable regulatory system are all hallmarks of developed markets. So, what does a developed economy look like under the hood? Here are some key characteristics:

• Diverse economic structure: The service sector plays a dominant role. This sector encompasses a wide range of industries—finance, technology, healthcare, education, tourism and professional services. A robust service sector is often associated with a high standard of living and a knowledge-based economy.
• Strong human development: Life expectancy and literacy rates are typically higher, while infant mortality rates are lower.
• Well-developed infrastructure: This means reliable transportation networks (roads, railways, airports), efficient communication systems (internet, phone) and a strong energy grid, all of which support a thriving economy and a high quality of life.

These factors together paint a picture of prosperity in developed economies.

It is important to acknowledge that these are general trends, not absolutes. While developed nations often exhibit strength across these factors, some developing countries might boast pockets of excellence. For instance, India’s thriving IT sector showcases a booming service industry within a developing nation. The key distinction lies in the overall consistency and pervasiveness of these positive economic indicators across a developed nation’s landscape.

Recognising this, India has set an ambitious goal: establishing itself as a developed country by its 100th year of independence, that is, 2047.

Known as Viksit Bharat, which means “developed India” in Hindi, the vision hinges on the country’s youth, with organisations having a vital role to play. They can engage and equip freshers with the skills and knowledge to make the vision a reality.

Rising demand for fresh graduates

India’s economic engine is roaring, fuelling a massive infrastructure investment spree and a wave of tech advancements across industries. This innovation boom means a job bonanza for fresh grads, especially in the following hot fields:

• Information Technology (IT): The IT sector remains a powerhouse, projecting massive recruitment for both tech and non-tech roles in 2024. Industry reports estimate a staggering 50,000 new positions for fresh graduates to be filled in just the next six months!
• Manufacturing: The manufacturing sector is also experiencing a significant upswing. Companies are planning to hire 15–30% more graduates from the 2024 batch, compared to the previous year, indicating a growing demand for skilled talent.
• Medical & Pharma: Advancements in healthcare and pharmaceuticals are creating exciting opportunities for fresh graduates with relevant degrees.
• Management: As businesses expand and diversify, the demand for skilled management professionals is expected to significantly increase.
• Green energy: Sustainability is at the forefront of India’s development plans, which effectively means greater opportunities for fresh graduates in the green energy sector.
• E-commerce: The burgeoning e-commerce industry is constantly seeking fresh talent to fuel its growth.

But the good news doesn’t stop there!

A new wave of job creators called Global Capability Centres (GCCs) is emerging. These are centres established by multinational corporations in India to handle various non-tech functions such as finance, analytics and human resources. Here is what makes GCCs exciting for fresh graduates:

• Increased hiring: GCCs are planning to hire 50% more freshers in 2024, as compared to 2023, specifically in non-tech roles.
• Competitive salaries: To attract top talent, GCCs are offering salaries that are 30% higher than average IT firms.
• Growth potential: The hiring numbers at GCCs are expected to grow by 20% year-on-year, indicating a promising career path for fresh graduates.

The takeaway? India’s booming economy and the focus on innovation are creating a golden age for fresh graduates. From established sectors like IT and manufacturing to emerging fields like green energy and e-commerce, there is a plethora of exciting opportunities waiting to be explored. With GCCs stepping up their hiring game, the campus recruitment scene looks promising.

Campus hiring and its evolving landscape

College campuses are bursting with talent, but are you using a dial-up modem to recruit them? It is time to ditch the outdated methods and level up your campus hiring game. Here is what you need to know for the new era:

The rise of hybrid hiring: Companies are going hybrid with hiring, using both virtual and in-person elements to win. Online platforms enable access to a wider talent pool, while in-person career fairs and events foster deeper connections.

Tech revolution of the process: Artificial intelligence (AI) is making significant waves in recruitment. AI-powered platforms streamline resume screening, identify high-potential candidates and even administer gamified assessments, making the experience more engaging and interactive for graduates.

Focus on skills, not just degrees: While degrees remain valuable, companies are placing a stronger emphasis on specific skills relevant to the job at hand. This opens up doors for graduates with strong practical skills and relevant certifications, even if their academic background is not in a traditional field.

Focussing on soft skills: Beyond technical expertise, soft skills such as communication, teamwork and adaptability are crucial for thriving in today’s workplace. Companies are actively seeking graduates who can demonstrate these qualities.

Embracing diversity and inclusion: India’s “Viksit Bharat” prioritises women-led development, as highlighted by India’s UN Representative, Ruchira Kamboj. To reflect this shift, campus recruitment needs to embrace diversity. Companies that actively recruit top female graduates and empower them will contribute to India’s goals and gain a global edge.

Building bridges for mutual success: Strategic partnerships with universities, collaborations with industry leaders and personalised interventions for students (targeted communication, skill-based challenges, etc.) are becoming key to effective campus recruitment. These partnerships create a win-win for all stakeholders—companies find the talent they need, universities prepare students with relevant skills for the workforce and students graduate with brighter job prospects.

A transformed campus recruitment scene unlocks a treasure trove of opportunities. Graduates can shape their careers and companies can invest in the future workforce that will propel India towards greatness.

Building a future-proof campus recruitment strategy

We now know the old campus recruitment playbook no longer works. It is time to refine our strategy. The guidelines enlisted below will help you attract Gen Z, which values purpose over perks.

Build a powerful employer brand

Reputation matters. Developing a strong employer brand that showcases your company culture, values and commitment to employee growth will resonate with potential candidates. Highlighting opportunities for professional development and exciting career paths will help attract the best and brightest students.

Social media presence, engaging content and positive employee testimonials can all contribute to building a strong employer brand.

Use innovative assessments

AI-driven assessment methods are revolutionising talent acquisition. These innovative tools:

• Engage graduates with gamified challenges, making the evaluation process fun and interactive.
• Uncover hidden potential by providing deep insights into a candidate’s skills and problem-solving abilities.
• Speed up your hiring by helping you identify top talent quickly and efficiently.

Seamless candidate experience is the key

Roll out the red carpet! From the first click to the offer stage, prioritise a smooth and positive experience for candidates. This means:

• User-friendly application process: Make applying for the open position a breeze, not a chore.
• Clear communication: Keep candidates informed with timely updates throughout the process.
• Engaging online presence: Showcase your company culture, values and exciting projects on a well-designed careers page. Throw in bonus points for employee testimonials!

A great candidate experience is the first step towards building a happy and loyal workforce.

Maintain recruitment excellence

Don’t settle for good enough! Be a leader in campus recruitment by:

• Analysing your process regularly: Gather feedback from candidates and universities to identify areas for improvement.
• Adapting your strategies: Stay informed about the latest trends, such as skills-based hiring and hybrid models, and adjust your approach accordingly.
• Staying ahead of the curve: Embrace innovation to attract top talent in this ever-evolving landscape.

These strategies will help you nail campus recruitment. Without them, you could simply be chasing wild geese—staying busy but achieving little.

Building a brighter future together

Economist Ludwig von Mises observed, “A higher standard of living also brings about a higher standard of culture and civilization.”

Strong economies allow investment in education, arts and innovation, driving societal progress. This aligns perfectly with Viksit Bharat by 2047, India’s ambitious vision of a thriving economy brimming with innovation. Achieving this vision relies on a forward-thinking talent acquisition strategy that is revolutionising India’s campus recruitment landscape.

Here’s a quick recap of the key trends shaping this exciting future:

• Hybrid hiring is here to stay: Blending virtual and in-person elements helps expand the talent pool and fosters meaningful connections.
• Skills take centre stage: Job-relevant skills and practical experience now take precedence, with soft skills like communication, adaptability and teamwork also being crucial factors in the recruitment game.
• Tech is transforming the game: AI-powered platforms and gamified assessments are streamlining recruitment, making it more efficient and engaging for companies and graduates.
• Employer branding matters: Building a strong employer brand that showcases your company culture and values is key to attracting top talent.

Companies, level up! Continuous adaptation is key. Embrace new trends and technology and focus on candidate experience to win in today’s dynamic hiring scene. The future of India’s campus recruitment is shining! Skills-driven, hybrid approaches create exciting opportunities for both companies and graduates. By embracing change and partnering with universities, you can build a talent pipeline that fuels India’s growth and propels it to a brighter future!

References

• World Bank
• Linkedin
• HR ET
• Livemint
• Aajjo
• People Matters
• Business Today
• ET
• The Hindu Businessline
• Education Times
• Business Standard

Why a skill-based approach is the right mantra for hiring and growing talent

Back in 1963, in an America roiled by the civil rights movement and racial equality issues, singer-songwriter Bob Dylan penned these lyrics:

Come gather ‘round people
Wherever you roam
And admit that the waters
Around you have grown
And accept it that soon
You’ll be drenched to the bone

If your time to you is worth savin’
Then you better start swimmin’
Or you’ll sink like a stone
For the times they are a-changin’.

In retrospect, Dylan’s song of the zeitgeist seems relevant for varied contexts

Take into consideration the rapidly evolving world of work, which is constantly being reshaped by technological advancements, be it the eye-watering speed and scope of AI or the internet’s daily tsunami of information. The pandemic further accelerated these changes, transforming traditional working models from conventional 9-to-5 routines to remote and hybrid formats. Additionally, the expectations of the emerging Gen Z workforce, who value agility, agency, and equity (as pointed out by a Deloitte study), demand a fresh approach to talent management. Companies who have since embraced radically new ways of workforce management have survived and thrived. For those who are reluctant to let go of old comfort zones, it’s time they heeded Dylan’s song.

A significant lesson from the pandemic, when the talent pipeline ran alarmingly dry, was the realisation that cookie-cutter job profiles were often inadequate. In reality, people possess versatile, transferable skills that transcend the constraints of rigid job descriptions. This insight has led to a paradigm shift in HR practices: qualifications and work experience are less important than actual skills.

Simply put, a candidate’s resume, however well-embellished with degrees and certifications, does little to reveal their aptitudes, capabilities or cultural fit within a workplace. With this realisation came the need for new ways to assess talent, driving companies to adopt data-driven hiring practices. Automated hiring platforms enable the identification of candidates based on specific skills, moving away from vague parameters like education, pedigree or past work experience.

According to Harvard Business Review, evaluating employees and new hires based on their skill sets, rather than work history, can level the playing field and reveal hidden talent within the organisation. This approach also enhances diversity and makes the hiring process more effective.

Transitioning to Skill-Based Hiring

How can employers make the shift from traditional to skill based hiring? What are the benefits and obstacles involved? Here are some suggestions and findings to consider.

Reconfigure the present workforce composition

Start by reviewing the current workforce structure. Redefine role descriptions in terms of the necessary skills required for each position. This helps identify skill gaps within the organisation, allowing for targeted recruitment or internal upskilling.

Revise job descriptions.

When hiring new talent, prioritise skills over academic qualifications and previous work experience. Clearly outline the skills required for each role to attract the right candidates.

Embrace technology-based assessments.

Leverage automated recruitment platforms to align candidates’ skills with job requirements accurately. These platforms offer several advantages:

• Precise matching of candidates with necessary skills
• Elimination of bias
• Increased diversity
• Development of smart recruitment plans based on predictive analytics

Benefits of skill-based recruiting

How exactly do recruiters benefit from this shift in methodology? Here are some of the positive spin-offs from skill-based recruiting:

• A workforce with diverse skills can quickly adapt to changes in the business environment.
• When employers are able to identify skill-gaps among individual employees, they can proactively reduce these gaps with the necessary training and development programmes, increasing overall productivity.
• Employees who get opportunities to utilise all their skills rather than being stuck in fixed job roles, are more engaged and productive.
• Upskilling or reskilling the current workforce is cost-effective and fosters loyalty, reducing the need for external recruitment, which is an exercise that can be expensive and futile.

Challenges to skill-based hiring

Despite so much data that favours skill-based talent assessment, some companies face resistance to switching their recruitment strategies, often from employees who have grown accustomed to conventional processes. Overcoming this requires empathy, consistent support, and effective communication from employers.

Additionally, unconscious bias can infiltrate tech-based assessments. Ensuring that recruitment software is carefully programmed to avoid discriminatory outcomes is crucial.

References

• genius.com
• hbr.org
• forbes.com
• deloitte.com
• linkedin.com
• inspiring-workplaces.com

Remember the bustling energy of pre-pandemic campus recruiting? Handshakes, career-fair crowds and overflowing resume stacks were the norm. The pandemic hit pause on that familiar approach. Suddenly, video calls became the go-to greeting, and virtual career fairs replaced the in-person scramble. While virtual hiring boomed, companies quickly realised it was not a one-size-fits-all solution.

Now, with experience in both virtual and traditional methods, companies are strategically combining them. This hybridisation—a blend of virtual and in-person interactions—is emerging as the future of campus recruitment.

Normal is overrated: The game-changing power of hybrid recruitment

Sure, things are (mostly) back to normal on campus. But universities are still rocking with both online and offline recruitment modes, and for good reason! Hybridisation is a game-changer. Here’s why:

• Wider net, bigger catch: Virtual elements in the recruitment process help companies expand their reach beyond geographical limitations, allowing them to tap into a diverse talent pool with a wider range of backgrounds and experiences. Complement this with face-to-face connections, and recruiters can get a well-rounded understanding of potential hires.
• Flexibility for all: Hybridisation puts students in the driver’s seat. They can participate on their terms, whether joining a virtual info session from the comfort of their dorm or attending an on-campus career fair to network in person. Companies also benefit from this flexibility. They can tailor their engagement strategy to specific needs, conducting initial interviews virtually for a wider reach and reserving in-person interactions for final rounds or high-potential candidates. Everyone’s preferences are given importance and the recruitment experience becomes a joyride for all.
• Cost-effectiveness: Virtual processes eliminate the travel grind for campus visits and interviews. Imagine the savings on the costs of travel, accommodation and meals! This means more recruitment budget for companies and an extra-large scoop of ice cream for students!
• Adaptability: The world throws curveballs. Hybrid strategies equip you with the adaptability to roll with the punches. Unexpected events like travel restrictions or campus closures will not derail recruitment efforts. Virtual elements will ensure that recruitment continues smoothly, even if in-person interactions are limited. As things open up, in-person communication, given its advantages, can also be woven into the process.

The post-pandemic world demands a talent acquisition leap. Hybrid hiring offers the bridge that businesses need to cross the gap. It is a win-win for both businesses and students, offering a more accessible, efficient and adaptable way to connect top talent.

From good to great: Strategies to elevate your hybrid hiring game

So, are you sold on hybrid hiring? Great! But nailing it requires some key strategies.

• Levelling up your virtual interviews: Say goodbye to grainy video calls and awkward silences! Optimise your virtual interviewing process with clear connections, engaging conversations and a structured approach.
• Branding for the digital age: Gen Z spends a lot of time online. So, make sure that your employer brand shines in the digital space and resonates with them. Develop a strong online presence with engaging social media content and a user-friendly career website.
• Bridging the gap and offering a seamless candidate journey: Don’t let physical and virtual interactions feel disjointed. Create a seamless candidate experience across all touchpoints. Ensure clear communication channels and consistent branding, whether students connect with you online or in person.

A hybrid hiring strategy focusing on these key points helps attract top talent and leaves a lasting positive impression on candidates.

Future of hiring: Go hybrid

The pandemic forced a shift, and the best companies are learning from it. Hybrid hiring is the future of campus recruitment, benefiting both companies and graduates.
Companies benefit from a wider talent pool, greater flexibility and adaptability to ever-changing market circumstances while maintaining cost control.
For graduates, hybrid hiring offers increased accessibility and a flexible experience. They can connect with potential employers on their terms, fostering a more positive initial interaction.
From the first touchpoint to the offer letter, hybrid hiring ensures a positive and memorable candidate experience. It is the key that unlocks the success of talent acquisition.

References

• ET HR World
• Elevatus
• peopleHum
• Linkedin
• The Economic Times
• CXO Outlook
• Times of India