In a dynamic world of today, the desire to get the top talent on-demand and on-time is one of most crucial tasks for any organization. Today, the employees make or break the future of an organization.
But there is one organization that has proved that they have the best practices that enable them to attract the best talent across the region. And this organizations is none other than Google.
During one of the TechHR’16 sessions on TechWorks, Sanjeev Somasundaram, Programs Staffing Lead at Google, shared his insights on the approach that were used by him and his team for acquiring great talent and driving the best candidate experience.
In a constantly changing landscape and with a mission to hire on-demand and on-time, Sanjeev Somasundaram and his team shifted their focus from hiring to mapping the world’s talent. Rightly represented by their mission of mapping, engaging and identifying the best graduates early in their careers, and establishing their approach on sound principles such as operational efficiency, innovation substantiated with data, valuing experience and diversity and internal partnership, the focus was on using the current available technology to rework on the overall recruitment process wherever possible . Sanjeev built a diverse team comprising of employees from recruiting background, from digital marketing/sales background and also from technology background to accomplish this mission.
The change was initiated with mapping the overall recruiting process right from the prospecting stage to engaging stage. From a process standpoint, processes which could be improved, reengineered and outsourced were identified. Capabilities were both built and bought to execute the mission and technology played a catalyst to identify processes which could be improved for efficiency and effectiveness. An example of the improvements that were identified included working on early, regular meaningful engagement & focussed outreach with the most relevant candidates profiles at scale. Search engine optimizers were approached to optimize job postings and make them most impactful. All these initiatives led to an improvement to the quality of candidates that came from the online source.
Additionally, simple scripts were used to identify & enhance the effectiveness of search strings which aided the recruiters to screening candidates in a more effective way using technology. For interview, closing and onboarding stages, efforts were made to create a great candidate experience using technology by having thoughtful and structured outreach on regular intervals. And all such initiatives eventually helped in addressing operational challenges & ensured relatively more relevant candidate profiles applying, decreased turnaround time, acquisition of the right and truly diverse candidates, providing great experience etc.
Innovation can happen even in small ways and eventually that can give candidates a better experience. And we can look up to Google for learning the simple & most effective ways of reaching out to candidates & offering the best experience.