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RECRUITMENT AND SELECTION | TRENDS

 

Emerging Trends in Recruitment and Selection

At present, many changes in the processes of recruitment and selection could be witnessed due to the innovations in technology and due to the changes in the overall strategies used by businesses (Chungyalpa and Karishma, 2016).

The usage of AI (Artificial Intelligence), virtual recruitment and social media have been considered as the emerging trends in the processes of recruitment and selection (Rusi, 2021)

After a review of the studies conducted by Chungyalpa and Karishma (2016), Prathyusha (2019), Ibrahim and Hassan (2019), Barisic (2015) and Dutta (2018), the following trends could be identified in relation to the recruitment and selection process.

i. Corporate Talent Network

These are online platforms which are used to promote the brand name of the company. Here, the businesses will try to get the attention of the new talent from different sources which includes job candidates, employees, partners, fans, alumni and sometimes even customers. This has become quite famous among large scale businesses and currently small and medium scale businesses tend to adopt this network. The businesses can use this network for the purpose of advertising and promotion of the brand name of the company. The organization will include the job openings, career information and other information related to the company for the ideal candidate to access and apply. 

ii. Using social networks

Social networks such as LinkedIn and Facebook has gained precedence over the past few years among other social networking sites. These sites support the businesses to find the ideal candidate for the position. LinkedIn and Facebook for extent have the recruitment related tools and analytic software which allow the businesses to filter and find the most appropriate candidate for the position as per the information provided by the profile owners.

iii. End to end talent brand building

A talent brand means how the current, past and potential employees perceive the company which is created with the joint effort of the HR and marketing departments. This is a method used by organizations to communicate and showcase the culture of the company in real time. A strong strategy of talent has led many organizations to reduce their cost per hire and reduce rates of turnover. 

iv. Using Applicant Tracking Software (ATS)

This is a software which is developed specifically to meet the needs of recruitment in a company. Management of the whole process of recruitment, monitor the ad campaigns and creation of high and quality experience for the candidates are the tasks conducted by ATS. Other than that, posting of job openings, screening of resumes, generating requests of interviews for the potential candidates, tracking the individual applicants, ranking of resumes automatically, input forms which are customized, tracking of responses and multilingual options are the facilities offered by the software.

v. Mobile recruitment strategy

At present, potential candidates use mobile phones to access internet to find out about the job openings. The candidates can apply then and there using their mobile phones and get a prompt response.

vi. Passive candidate focus has increased

Traditional recruiters pay attention to the active candidates who actually seek for job opportunities. Currently, many business organizations focus more on passive candidates who are not seeking for jobs but are open for potential opportunities and offers. Social networks such as LinkedIn mostly focus on passive candidates more than active candidates.

The reputed International School I work for does not ideally follow these new trends in recruitment and selection processes. The job postings are mainly done in websites such www.topjobs.lk. They have restrained using paper advertisements for job postings as it is costly and many people do not check the newspapers for job postings at present. Maintaining a software such ATS can be quite expensive and the opportunity cost would be considerably higher for the school. Using social media networks such as LinkedIn could be recommended to the school as it has the needed tools to filter and get the ideal candidate for the teaching position.

 

List of references

Barisic, I., 2015. e-Recruitment practices and emerging trends: new opportunities for employment agencies? Empirical Evidences: ADECCO and BRUIN Financial.

Chungyalpa, W. and Karishma, T., 2016. Best practices and emerging trends in recruitment and selection. Journal of Entrepreneurship & Organization Management, 5(2), pp.1-5.

Dutta, D., 2018. Social media and technology trends in HRM: Cases in recruitment and talent management. In Social media and journalism-trends, connections, implications. IntechOpen.

Ibrahim, W.M.R.W. and Hassan, R., 2019. Recruitment trends in the era of industry 4.0 using artificial intelligence: pro and cons. Asian Journal of Research in Business and Management, 1(1), pp.16-21.

Prathyusha, B., 2019. Emerging trends in recruitment and selection in India. Journal Homepage: http://www. ijmra. us, 9(3).

Rusi, S., 2021. International Recruitment Processes and Candidate Relocation during COVID-19.

Sinha, V. and Thaly, P., 2013. A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. Management: journal of contemporary management issues, 18(2), pp.141-156.

Zhang, H., 2018. E-recruitment adoption among chinese job-seekers. Kasem Bundit Journal, 19(June), pp.261-272.

Comments

  1. Larry ShanthikumarSeptember 2, 2022 at 5:28 PM

    When it comes to online recruitment and selection, Naglieri et al. (2004), explains there are a number of delicate issues that should be taken into account, such as adequate applicant identification, as well as ethical and legal concerns.

    ReplyDelete
    Replies
    1. Nimshi RanawanaSeptember 9, 2022 at 12:31 AM

      Agreed. There are other challenges in the recruitment process like Cost of advertising, Nepotism and favouritism and misrepresentation of qualifications (Zinyemba,2014)

      Delete
  2. Dulshan EdirisuriyaSeptember 5, 2022 at 1:49 AM

    Hi Nimshi,
    Social Networking Sites (SNS) are some of the massively used online recruiting methods. However there are few risks in recruiting an employee depending on the information on social media. The companies should be very much prudent when recruiting through social networking sites because of unreliable information, invalidated information, no diversification of candidates, legal issues (Villeda, McCamey, Essien and Amadi, 2019)

    ReplyDelete
    Replies
    1. Nimshi RanawanaSeptember 9, 2022 at 12:33 AM

      Agreed. Even businesses want to jump on board with the social media movement and use it as a tool for their businesses because it has created such a buzz (Villeda, 2019)

      Delete
  3. Archana pragashSeptember 5, 2022 at 9:09 PM

    Attracting and retaining talent has become one of the key strategic issues in the talent management of many organizations (Schlechter, Hung & Bussin, 2014; Singh & Finn, 2003). Traditional recruitment methods are no longer sufficient in attracting talented employees to an organization (Joos, 2008). main reasons are that these methods only focus on the small and limited active pool of potential candidates, but do not give organizations access to the highly sought-after talent now adays do you agree with this statement?

    ReplyDelete
  4. NeelSeptember 7, 2022 at 3:15 PM

    Hi Nimshi well written ,Ekwoaba, Ikeije, and Ufoma (2015) in a study of the impact of recruitment and selection criteria on organizational performance discovered that recruitment and selection criteria have a significant impact on organization’s performance that the more objective the recruitment and selection criteria, the better the organization’s performance.

    ReplyDelete
  5. Nimshi RanawanaSeptember 9, 2022 at 12:38 AM

    I do. Companies are constantly looking for more conventional ways to hire new employees, but they've discovered that using the Internet to do so is more economical than using more traditional methods like newspaper adverts (Ahlawat, 2018).

    ReplyDelete

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