Recruitment is a biggest task for any organization to find the right candidate for the right post. To overcome the changes some updated techniques and methods has now been introduced by the organizations. After having a review several methods and techniques here I am going to explain and present some of these fresh ideas which are already implemented successfully by few of the companies. Great Applicants are Like Great Customers - Treat them Well.
With the evolution of social media and employer-brand-focused sites like Glassdoor, it’s critical that companies focus on establishing and developing their brand in 2016,” said Josh Tolan, CEO of Spark Hire, a video-interviewing company based in the Chicago area. “More and more companies are going to look for ways to showcase why candidates should apply to work there.
It's all about digital
When LinkedIn and online job applications first began to gain traction, they were seen as supplements to the traditional paper résumé and in-person interview. Today, the world of recruiting has gone nearly 100-percent digital.
"From the résumé to the search to the interview, we're moving toward a digital hiring model," said Bob Myhal, director of digital marketing at CBC Advertising and former CEO of NextHire. "Résumés will be displaced by constantly evolving representations of individual experiences, skills and aptitudes that exist purely in the digital realm. Innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will [be] the primary screening method."
Hire for Attitude and Train for Skills
A valuable employee is one with the right attitude for your organization. By attitude we are referring to a person’s thought, manner, and general disposition towards another person, idea, activity, object, or thing. Their attitude will be reflected in their behavior, which can either be positive or negative. Someone with a positive attitude has a tendency to react positively in most situations, whereas someone with a negative attitude has a tendency to react negatively in most situations. Most people will fall somewhere in between positive and negative attitudes. The key is to find someone who is more positive than negative. Asking behavior-based questions during the interview will give you a good idea of a candidate’s attitude.
Smart recruiters look for attitude over skills because most skills can often be gained, while attitude is harder to change. A perfect candidate would have both the desired attitude and the necessary skills; but as you likely know, a perfect candidate is difficult to find. Candidates that are less than perfect should be judged more for attitude than skills — some professionals suggest a 70/30 split: 70 percent right attitude and 30 percent skills.
Video interviews
Gone are the days of flying a bunch of candidates to your office for final interviews. With today’s video technology, that’s an unnecessary waste of time and money. Tech Savvy recruiters now are interviewing their shortlist on Skype, Whatsapp Video chat ,Google Hangouts, or recruitment-specific video software. Once you follow this method you could either take the final round interview or can evaluate the candidate before calling for the final round interview. Some precautions need to be taken while taking video interviews. Now most of the HR prefers Video interviews rather taking Telephonic Interviews.
Google foo.bar
For many developers, cover letters are a time-consuming, outdated application process that doesn’t really give them the opportunity to demonstrate their technical ability. They would rather submit their past work, side projects or open source contributions to showcase their skills and experience.It’s also been said that companies like Google prefer to look at a candidate’s coding to gauge their technical ability, rather than screening through traditional processes like cover letters and resumes.
Perhaps this was why the company started this secret interview process few months ago to screen and recruit new developers. Potential candidates are invited to take a coding challenge on this mysterious page called “foo.bar” when they search for certain technical terms on Google. If they accept the challenge, they supposedly have 48 hours to solve it. According to a now-Google employee, software engineer Max Rosett completed five more challenges before he was given the option to submit his contact information. Few days later, a Google recruiter reached out to Max for a copy of his resume and the rest is history.
Not Ready to Hire? It Might be Time for a Freelancer
Sometimes math just isn't on your side, but you still have a job that needs to be done. That's a good time to consider hiring freelancers. In fact, you may want to consider freelancers even if you can afford a regular employee. Many freelancers will jump at the opportunity to join a fast growing startup in the early days, and you get the chance to see how they work, and how well you work together.
Source:https://www.linkedin.com/pulse/latest-innovative-ways-recruit-right-talents-your-a-dash
Author: Mr. A. Dash
https://www.linkedin.com/in/a-dash-158ba3126/
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