Being an HR professional or a recruitment agency in today’s digital age, it is not enough to go with the proven methods of recruitment, but adopting new tools and techniques relevant in headhunting is mandatory. In this post, we are going to discuss how to leverage the real potential of modern hiring processes in the 21st century.
We are living in the 21st century and this is the time of integrating AI and machine learning in everything we do. How recruiters can hop up with this technological and sociological advancement is of considerable importance.
What should be the ideal steps to follow for recruitment in the 21st Century?
Step One – Planning
It is important to analyze recruitment needs and skills gaps. Create a recruitment calendar and hiring plan based on the analysis of recruitment needs and skill gaps. To get the best results of your recruitment plan, identify the requirements for each position and create a compelling job description. Once a hiring plan is created, find out the best tools to bring your recruitment plan to life. Build out a budget for recruitment costs.
Step Two – Implementation (Search and Shortlist)
You already have a recruitment plan and clarity of the hiring tools you are going to use. So, to execute your plan, establish a candidate selection process. Match the available resources with the skills gaps and the experience level you are searching for and create a database of prospective candidates.
Once a pool of prospective hires is ready. Go through the process of shortlisting after one-on-one communication with them (as defined in your recruitment plan) and pick the best resources from the pool of prospective candidates.
Step Three – Verify and Recruit
The real battle in the recruitment process starts after you have a list of shortlisted candidates ready to hire. It involves salary negotiations, background check, and references verification. This is where technology comes to your rescue. There are several platforms offering background checks based on AI and predictive analysis. If you do not have an in-house process for the same, just subscribe to their services and your task is done. Make an offer to the finalized candidates and you are done.
Here are top recruitment tools that you must integrate into your hiring process
For employees as well as the employer’s presence on social media is of utmost importance. Employee’s first impression is generally made by their social media profiles. That’s why they are advised to keep their online profiles polished and professional, as employers who might come across their profiles would be convinced that they are the best candidate for a position.
The same advice goes to employers as quality candidates get driven to organizations having a visible and impressive social presence. So, as an employer you should promote your company’s culture and brand through pictures, videos, client’s and employee’s testimonials, as well as relevant industry-related content. It is equally important for both employers and employees to have a good social media presence as both are searching for the best for themselves.
The fact that LinkedIn has emerged as one of the prominent professional platforms where suitable resources are moving on to find jobs, and employers are turning towards it to find suitable candidates.
It has always been an integral part of the recruitment process. The ability to analyze and collect data allows new insights and pattern prediction not only for customers and potential candidates but also for current employees—leading to improved recruitment and retention strategies.
No matter if you work for a small startup or a massive enterprise with thousands of employees, you need to know how your team is going to grow over time. In other words, whom you are going to hire and when. That’s why you should develop a recruitment plan to help streamline your hiring processes and make sure you have access to the talent you need when you need it. It should be done strategically considering the proven methods as well as new techniques of the 21st century.
I am an Entrepreneur and Angel Investor. Board Member of TiE SoCal Angels Fund, and CEO @ Optizm Global, the executive search firm. We are a Right Fit Recruitment & Placement Agency.
I’m the Co-Founder of “StartupSteroid” the platform to connect founders with investors.
I am also the President of TiE SoCal, a non-profit, global community welcoming entrepreneurs from all over the world. We believe in the power of ideas to change the face of entrepreneurship and growing business through our five pillars: Mentoring, networking, Education, Incubating, and Funding. Our presence is in 14 countries with 62 chapters, 15K members, and 3K Investors & Mentors
As an Angel Investor I look for Business Plan, Cashflow, Core Team, Board of Advisors, Secure IP, Quality Investors, Monetization Models, USP, Scalability, Strong Returns, Growth Market, and Board Role.