Talent acquisition companies can look forward to recruitment analytics to filter the most relevant candidates from a pool
Talent acquisition will depend a lot on big data intelligence and branding for the passive talent pool
Recruitment has become very challenging because of several factors that are driven by radical developments in the talent market. The approach and attitude towards work is expected to be considerably different in the future with remote working, social media and telecommuting defining employment trends of the future. Accordingly, the ways to attract talent have become more complex and organisations need new-age tools and techniques to keep pace with the changing dynamics of the talent market.
Social media, job portals and online communities have become the central source to identify talent in the market. Market leaders have understood this drastic shift and have cashed in with mammoth resume databases and solutions. But in large part, the industry is far from being maximised. We have not seen any innovation in job portals; they still offer resume database services. Online recruitment needs innovations both from the perspective of a recruiter as well as that of a job seeker.
For example, for a job seeker, an online job database should provide intuitive features that help a candidate spend less time on updating information manually and more time in identifying the right opportunities that align with the job seeker’s skills and interests. Progressive search engines are providing leading-edge functionalities that are more intuitive and provide guidance to job seekers on various factors that increase his chances of finding the right opportunity, including profile strength advice, mapping of opportunities and skills, and consultative guidance on job search.
A trend that will likely pick up is of passive candidate sourcing through job listings. Recruiting service providers are developing applications that allow companies to create their own organisational page on portals where they can post job offers and company highlights within the organisation. This page is also search engine optimised and therefore when a person is scouring for jobs, he/she is automatically redirected to this page and is introduced to the organisation. This not only eliminates competition from other enterprises that have similar job listings but it also allows the company to tap into passive talent pool.
At the same time, progressive recruiting service companies are enabling recruiters to become smarter with opportunity identification in the talent market by providing services that can mine intelligent analytic functionalities with big data. Talent acquisition organisations can also look forward to recruitment analytics to filter the most relevant candidates from a pool. For example, analytics can help a recruiter find out the most relevant application taking into consideration multi-layered constraints. Presently, owing to the limitations of search effectiveness in job databases, a recruiter has to skim through hundreds of applications to identify and shortlist candidates. Intelligent big data analytics platforms will play a fundamental role in changing the nature of recruitment in the coming times.
Premlesh Machama is the Managing Director of CareerBuilder India