Source:
E-mail dt. 17.11.2012
Recruitment and Employment Trends in HR ~ Indian
Perspective
C. Arul Venkadesh
Faculty – Department of Management Sciences,
CIET College, Coimbatore, Tamilnadu, India.
Personality profile is a knowledge management tool used to
provide an evaluation of an employee's personal attributes, values and life
skills in an effort to maximize his or her job performance and contribution to
the company. Questions in a personality profile test, which can be taken
traditionally or online, are designed to seek out information about an
employee's temperament, decision-making methods, communication style and
general attitude towards work and recreation. The information is used to match the
right employee to the right project or task, especially when group work or
telecommuting is involved.
Video
A recent survey of C-level executives by Forbes in
association with Google at large US companies showed more and more appear more
inclined not only to view video, but also to create it and share it over the
business-oriented “social” Web.
We’ve been using Video on our site for over a year and have
had some fantastic results from using it. We are now adding to that with a new
platform. It’s called OVIA and it’s what we are describing as a Video Screening
platform. It’s not going to replace the interview but without giving too much
away we’ll be using it for various recruitment tasks.
Towards the end of last year we went out into the SAP
market place to survey our recruitment process and services and around 50% of
our respondants said they we're ready to embrace
recruitment video technology. I'm actually really impressed by the technology
and so we're a lot of people at the Enhance Media Online Recruitment Conference
2011.
Trimming
Perks and Benefits – 31 percent of employers expect there will be cuts in the
second quarter of 2009 – mainly in the areas of bonuses, 401K matching and
healthcare coverage.
Upgrading
Talent Rosters – 23% of employers are taking this time to replace
lower-performing employees with new talent.
Postponing
Retirement – 60% of workers over the age of 60 said, in a separate survey, they
are putting off their retirement due to the impact of the U.S. financial crisis
on their long-term savings.
Transferring
Skills – 69% of hiring managers say they are open to hiring someone who didn’t
have experience in their profession, but had transferable skills.
Relocating
– With 39% of workers who were laid off and have not found work are willing to
relocate for a job, 28% of hiring managers say they would pay to relocate a
good job candidate.
Going
Back to the Classroom - 21% of all workers surveyed are going back to school
for formal degrees, certifications and refresher courses to make themselves
more marketable to employers.
Sources of
recruitment
The
strategy should define various sources (external and internal) of recruitment.
Which are the sources to be used and focused for the recruitment purposes for
various positions. Employee referral is one of the
most effective sources of recruitment.
Trained
recruiters
The
recruitment professionals conducting the interviews and the other recruitment
activities should be well-trained and experienced to conduct the activities.
They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing
and selecting a candidate.
How to evaluate
the candidates
The
various parameters and the ways to judge them i.e. the entire recruitment
process should be planned in advance. Like the rounds of technical interviews,
HR interviews, written tests, psychometric tests etc.
Identifying and
prioritizing jobs
Requirements
keep arising at various levels in every organisation;
it is almost a never-ending process. It is impossible to fill all the positions
immediately. Therefore, there is a need to identify the positions requiring
immediate attention and action. To maintain the quality of the recruitment
activities, it is useful to prioritize the vacancies whether to focus on all
vacancies equally or focusing on key jobs first.
Candidates to
target
The
recruitment process can be effective only if the organisation
completely understands the requirements of the type of candidates that are
required and will be beneficial for the organisation.
This covers the following parameters as well:
Performance
level required: Different strategies are required for focusing on hiring high
performers and average performers.
Experience
level required: the strategy should be clear as to what is the experience level
required by the organisation. The candidate’s
experience can range from being a fresher to experienced senior professionals.
Category
of the candidate: the strategy should clearly define the target candidate.
He/she can be from the same industry, different industry, unemployed, top
performers of the industry etc.