Human resources groups in
organizations are witnessing the air of transformation all around and these
changes are predominantly brought in by technology, years of experience,
values, skill, talent and knowledge, organizational structure (Girard &
Fallery, 2009).
Currently the recruitment
and selection approaches are undergoing tremendous changes fueled by
technological innovations and changes in strategic outlook (Chungyalpa and
Karishma, 2016).
Recent pandemic and
innovation, digitization, automation and social expertise will shape the
recruitment process of 2021 and beyond and a few new trends in recruitment is
discussed below.
Natural Language
Processing
Natural Language
Processing, usually shortened as NLP, is a branch of artificial intelligence
that deals with the interaction between computers and humans using the natural
language (Garbade, 2018). Natural language processing applications may approach
tasks ranging from low-level processing, such as assigning parts of speech to
words, to high-level tasks, such as answering questions (Cohen, 2014).
Manually screening
resumes is still one of the most time-consuming tasks recruiters face, but with
NLP, the best applicants can be identified swiftly (Klein, 2005). NLP can be
used to create matching algorithms that automatically recommend jobs for
candidates, candidates for positions (Kaminsky, 2021). Finally, NLP and voice
recognition are being combined to help analyze and review candidate interviews (Klein,
2005).
Predictive analytics
Predictive analytics in
recruitment is the process of using historical data to make predictions about
future hiring activities and candidates and it is all about collecting and
analyzing data using statistics, machine learning, and modelling techniques to
best predict what could happen under specific scenarios (McConnell, 2020).
In addition, to making
the employee selection process faster or activating a dormant talent pool,
intelligent systems can also signal when a current employee is getting ready to
quit a current job and hence, smart recruiters will be using these insights to
make the most appropriate interventions and talent decisions (Bersin 2013).
The blow diagram elaborates how time could be saved with the use of predictive analytics according to Neelie (2018).
Figure 1.0 Saving time with Predictive Analytics
| Source: (Neelie, 2018) |
Remote work/ Work from
home (WFH)
Remote work is labeled in
many ways. It can be defined as a work
completed in an environment other than the employer workplace (Jalagat &
Jalagat, 2019).
WFH is not new and has
been brought to the attention of several schools of thought for many years
(Vyas & Butakhieo, 2021). The WFH concept was initially mentioned by Nilles
(1988)
dating back to 1973, known as “telecommuting” or “telework” (Messenger and
Gschwind, 2016).
A recent study by Dingel
and Neiman (2020)
uncovered that 37% of the job could be completed at home during the COVID-19
pandemic in the U.S., such as financial work, business management, professional
and scientific services.
Studies have shown that Work
Life Balance (WLB) can be enhanced by working from home. Similarly, Grant
et al. (2013)
stated that e-working would improve WLB, and e-workers found it possible to
combine work-life and non-work life thus, E–workers found that their
productivity was improved by e–working.
The following table
discusses SWOT analysis of work from home and work from office conditions in
Hong Kong according to Vyas & Butakhieo, (2021).
Table 1.0 SWOT Analysis
of WFH
Source: (Vyas & Butakhieo, 2021)
Gamification in
recruitment and selection
The use of gamification
in recruitment has been going on for some time (Oracle 2013). Gamification is
an activity or process that uses mechanisms or rules in games but is used in
the context of non-gaming activities, one of which is in the recruitment
process (Saleh and Endramanto, 2020). The Candidates are asked to play a game
(e.g., The Wasabi Waiter) and the companies behind the games claim they can
make a valuable profile of the candidate based on his or her game behavior and
results (Oracle 2013).
The people from the
Generation Z (born after 1990) and Generation Y (born after 1980, the so-called
Millenials) approach potential jobs with a different attitude than their
predecessors (McCrindle, 2006). Gamification, as a selection method, looks for
and selects individuals with specific competencies. In the case of its use, you
can even describe these competencies as talents (Ingram, 2011).
From recruiting for jobs
to recruiting for assignments
Organizations are more
creatively using the opportunities of a more flexible workforce which helps to
think less in terms of jobs and more in terms of assignments (Ramasamy, 2011).
There is an assignment to
be done, and how quickly can find the best possible people on the market who
can do the assignment, intermediaries with good knowledge of the market of
self-employed professionals can help here (Luenendonk, 2021).
Social media recruiting
Over the past few years,
social networking sites such as LinkedIn and Facebook have rapidly gained
prominence amongst internet users (Stewart 2014). These sites provide wealth of
information on prospective candidates (Chungyalpa and Karishma, 2016). Sites
such as LinkedIn, and to an extent Facebook, provide specific recruitment
related tools and analytics to improve the recruitment process (Stewart 2014).
92% of recruiters use
social media in their recruitment efforts and not just for advertising a position
either. A large part of these people’s lives plays out on social media, not
just their social lives, but all aspects, including looking for new job
opportunities (McCrindle 2006).
According to Alexandra
(2018), the best uses of social media for the recruitment process is depicted
below.
Figure 2.0 The best uses of social media for the recruitment process
Source: (Alexandra, 2018)
CONCLUSION
Recruitment and selection
remain one of the majority noteworthy functions of the HR department (Salahudeen,
Palanisingh & Gurumoorty, 2019). As competition increases between firms,
selecting and recruiting the right and qualified talents become all the added
significant. (Walker, et.al., 2009).
The entire recruitment
and selection policy has changed and evolved to a new form where the
responsibility lies on the firms to advertise, attract, and retain top talents
(Chungyalpa and Karishma, 2016). Internet based technologies and a variety of
other software and information systems have provided new capabilities like
certainly not before ((Salahudeen, Palanisingh & Gurumoorty, 2019).
It is not that the
companies should completely avoid using traditional methods, they can be
blended with the modern techniques of recruitment too (Sambamoorthy, 2019).
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Agreeing to your facts for Work From Home (WFH). Concerns about their careers and their visibility are quite common amongst WFH employees. Embedding WFH arrangements within an organisation’s culture can overcome some of these potential disadvantages of WFH. This may include establishing policies and procedures for dealing with potential problems and assigning responsibility for WFH issues to a particular person. It may also involve ensuring that the management culture is one of trust and support (Baker, et.al., 2007).
ReplyDeleteThank you Chamara. Adding to your point, these downsides arise from the organizational norms that underpin culture and performance—ways of working, as well as standards of behavior and interaction—that help create a common culture, generate social cohesion, and build shared trust. To lose sight of them during a significant shift to virtual-working arrangements is to risk an erosion over the long term of the very trust, cohesion, and shared culture that often helps remote working and virtual collaboration to be effective in the short term (Alexander, Smet and Mysore, 2020).
DeleteAgree with you. Despite the economy’s impact on employment that is, regardless of who’s in the ‘‘driver’s seat’’ at any given point, applicants or employers it’s critical that recruiters continuously work hard to attract and compete for top performers. Applicants have their own personal lists of ‘‘must haves,’’ even during times of high unemployment when people are likely to be less selective and more grateful for a job sometimes any job(Arthur,D., 2006).
ReplyDeleteAgree Wasantha & further, recruiting in a time of high unemployment can have unique challenges, especially when compared with our more recent problem: recruiting in a low unemployment environment (Miller, 2020).
DeleteAgreed with you Vindya. Adding to your article, HR Recruiting using Artificial Intelligence is one of the highest levels of Digital transformation in HRM. It refers to automation of implementation of the whole cycle of digital systems in all stages of the recruitment process through artificial intelligence (without human intercession). All phases of the process from examining applicant’s CV to the job interviews takes place without human involvement. AI enables consultation, interviewing, and negotiation to be performed through Chatbot (Gigauri, et al., 2020).
ReplyDeleteThank you Sachith. If recruiters and companies can learn to pair themselves with a specific AI, they can train it to understand a particular corporate mission and culture, so that recruiters feel like they leverage these chatbots and other similar technology as extensions of their teams, not as replacements for them (Finnigan, 2020).
DeleteAgree Vindya, Social media recruiting is an emerging concept in recruitment and selection process.
ReplyDeleteIn a survey done by "Jobvite", a social media recruiting company revealed that 73% of companies hiring applicants through social media channels such as, Linkdin, Facebook and twitter and also 93% of employers reviewed candidates profiles before taking the hiring decision (shethna, 2020).
Thank you Sejeendran. Adding to that, aside from saving you time and money when analyzing your efforts, these resources will also better inform you of which platforms are performing well with your audiences so that you can continue to focus and tailor your social media recruiting efforts (Reiners, 2021).
DeleteAgreed Vindya. Further to your point, green recruitment and selection is also rising. Companies are recruiting candidates who are sensitive to environmental issues and are willing to commit to environmental performance (Pham et al., 2019). This trend is triggered by the corporate social responsibility of firms influenced by increasing environmental standards. Recruiters are looking for green competencies in candidates which are evolving.
ReplyDeleteThank you for the good point raised. Some companies choose to apply green criteria when selecting candidates while others do not. In any case, communicating a company’s environmental values and orientation is worth practicing during GRS (Pham & Paillé, 2019) .
Delete