Recruitments
in India – Understanding & challenges.
Recruitment
processes generally encounter challenges that delay the smooth identification
and On-boarding of suitable candidates. Common issues are talent shortages--
where the demand for particular skills outstrips their availability, resulting competition
among employers.
The rise of
technology has brought greater challenges such as navigating the complexities
of ATS-applicant tracking systems and re-arrange recruitment strategies for a
digital landscape.
When we talk
about recruitment, the process first come in our mind is interview process.
Instead recruitment is something else. We also get confused with talent acquisition
and Recruitment.
In general we
define the central idea of recruitment is to hire Right Talent at the right
time and at the right place.
Instead, In India,
Recruitment is the process where we look for fitment of candidates as per our vacant
position and profile. And, the most important factor in it is to hire right,
suitable (fitment) talent at the most cost effective way. Costing is somehow,
somewhere always rides ahead of fitment and in doing so we generally miss best
suitable talents.
We also face challenge
in getting best suitable candidates in absence of proper recruitment process.
In India we are actually failed to understand the importance of recruitment. So
we, instead to focusing on the skills what a candidate possess, focus more on
suitability of the cost.
It is my personal
feeling in last 20 years that, owing to having so many candidature due to population
high and as so many students are being qualified every year. We face challenges
in selection and suitability.
Being free,
frank and fearless, I must say that we are not doing recruitments instead, we
try to figure out the way of rejections and when we can’t reject a profile, we
feel he is the best suitable candidate.
I strongly advocate that we must see the following in the candidate-
1.
Trainability (ability and skill
in the candidate whether he can be trained or not).
2.
Interest and passion about the
profile he has applied for.
3.
Attitude towards work.
4.
Availability and style of
working suitable as per the required position.
5.
While offering salary, we
should keep his talent Vs our position, instead we only see his last drawn
salary and start negotiating on the same.
We, so many times fail or miss to hire good talents due to following reason-
1. If the candidate is having
breaks in his career - we interrogate the candidate like he has done any crime.
And we keep prejudice that there is something wrong and the candidate gets
disqualified.
2. If the candidate is under paid,
we always question his talent as why his salary is low.
3. Reason of leaving – this is super
flop question and we start arguing as why he left last job. We always keep in
our mind that there must be something wrong as why is he leaving. And if the candidate
is leaving service within a year…means he is the sinner.
4. Validation of resume- we always handover the
most important work of downloading of resume or sourcing of candidates to our
executive level employees who are either at entry level or having less
experience. They are not able to justify with the validation as which cv is the
most suitable.
5. Dependency on key words- I have seen so many recruiter put important key words on search engine / portal and start downloading the cv which matches most key words without reading the candidature or seeing the suitability of other skills
2024 a year of change and challenges.
There are so many factors involve in motivating new talents this year. Millenials are more interested for handsome package, Good workin conditions, Fun at work etc.
Flexibility is also major factor which was cited as most important factor of motivation based on a survey in Gartner Voice- May 2023. Te survey was done on near about 3500 plus candidates and major factors of motivation evolved as-
1.
Work life Balance – 45%
2.
Higher Salary package – 40%
Commonly we face
difficulties in recruitment in the areas of -
1.
Diversity.
2.
Demographic changes.
3.
Geo Political situation, especially
for MNC’s.
4.
Changing Market demands.
Major challenges may includes-
1. Shortage of suitable and
qualified candidates.
In 2024,
according to Veris
insights, there will be few opportunities for simple talent pickups due to
a generationally diminishing talent pool caused by the inability of new Generation
entrants to replace aging talents, record low unemployment, and nearly full
employment levels.
The
repercussions of these challenges are intellectual -- affecting the efficiency
and effectiveness of selection processes. Extended time-to-fill positions,
increased recruitment costs, and a potential decline in the quality of selection
& hires are some of the direct consequences.
Strategic
approach is required to address the challenge that integrates technology, data
analytics, and a deep understanding of the evolving expectations of the modern
workforce.
2. Attracting the right candidates
Attracting the right candidates is a challenge recruiters are facing now
more than ever. Proactive measures need to be taken in a systematic fashion to
ensure that organizations attract the right talent.
3. Navigating through the AI
According to Forbes, while over half of HR executives believe that having AI recommend resume material or auto-complete resumes is a desirable thing, 31% of HR leaders feel adversely about AI influencing recruiting decisions. This implies that AI has a role in HR, but not in a position of power.
However, the positives
of AI in recruitment outweigh the negatives and this means that HR has to take
active measures to compensate for the shortcomings with the help of human
intervention and training AI models.
4. Implementing data-driven
recruitment process.
Collect data from tools like Google Analytics and
recruitment marketing tools. Focus on relevant metrics. With Analytics and AI
integrated into the world of recruiting serving data is not the biggest of
challenges, but getting the right set of data to actively work on, definitely
is.
5. Branding for recruiters'
standing apart from the crowd
According
to 55% of recruiting leaders worldwide have a proactive employer brand strategy,
72% of respondents agreed that employer brand had a substantial impact on
hiring, and 39% of respondents said employer brand will be a long-lasting trend
to focus on in the future.
It is evident that employer branding is a bare necessity in the realm of
recruiting, but the challenge lies in standing out amidst the tough crowd and
competition. Strategies need to be constantly reviewed and revised. Novel
experiments should be carried out to gain a competitive edge.
How to Overcome Recruitment Challenges
·
Proactive Approaches to
Addressing Issues
·
Case Studies and Success
Stories
·
Identifying Solutions for
Common Problems
·
Implementing Effective
Strategies
·
Emerging Trends and Growth
Areas
·
Building a Strong Candidate
Pipeline
Overcoming the problems
of recruitment challenges involves not only addressing immediate issues but
also preparing for the future.
It is about
recognizing that challenges are inevitable but manageable with the right tools
and approaches.
By implementing
the discussed strategies, organizations can transform challenges into
opportunities, ensuring a robust talent acquisition strategy that aligns with
the goals of the business.
Thanks!
Shachindra Pathak
I hadn’t thought about this particular thing you pointed out, and it'd help me in doing so and so. Thank you so much for the beautiful blog.
ReplyDeleteMy pleasure..thanks.
DeleteYour blog is a go-to source for staying informed on HR topics.I appreciate the consistency in delivering high-quality content.
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