Month: March 2023

Why do you need to hire on campus?

Due to the shortage of talent, filling entry-level positions has become a significant challenge for companies worldwide, and it has been identified as the top emerging risk. As a result, more employers are turning to college campuses to source potential candidates from the large talent pool. For companies with a high demand for recruiting, developing a campus recruitment strategy is the most sensible way for attracting the best candidates.

To know more about the major recruitment trends of 2023, visit our blog.

What is the current status of campus talents?

The talent pool of campus recruitment 2023 is highly diverse and competitive. With more and more students graduating each year and seeking employment, employers are facing a larger pool of potential candidates to choose from. This means that companies need to be strategic and innovative in their approach to campus hiring in order to stand out and attract the best talent.

Right now, Gen Z is an important demographic in campus recruitment and they occupy the highest share in the talent pool. Employers that are successful in attracting and retaining them will need to have a strong digital presence, focus on purpose and social impact, and be able to articulate their mission and values.

Campus recruitment strategies

1. Branding and Awareness

By creating a strong brand and increasing awareness, companies establish the image and reputation of an organization in the minds of potential job candidates. A strong brand can also help to differentiate the company from its competitors and establish it as a desirable employer, leading to a stronger and more productive talent pipeline. There is no hard and fast rule when it comes to building brand awareness.

• Design engagement campaigns
• Clearly communicate company values and mission
• Conduct extensive email and SMS outreach to prospects
• Provide updates on events, assessments, or links to enhance their exposure during the recruitment process.

2. Virtual Drives

Virtual campus recruitment refers to the process of recruiting students and recent graduates through virtual events, such as webinars, video conferences, or online assessments, rather than in-person events. Virtual Drives are effective way of recruiting since it can be conducted from anywhere and opens up the possibility for a global talent pool. It eliminates the logistics costs associated with any conventional hiring drive and hence stays pocket-friendly.

3. ATS

Applicant Tracking System (ATS) is a software used in the recruitment process to manage and automate the hiring process. Campus hiring often involves receiving a large volume of applications, and an ATS can help manage and organize this data, saving time and effort. ATS can automate many aspects of the recruitment process, such as candidate screening, scheduling interviews, and tracking candidate status, making the process more efficient. By using an ATS in campus hiring strategy, organizations can ultimately lead to a more efficient and effective hiring process.

4. Analyze as you progress

At every stage of your hiring process, measure your efforts and progress. This will help you figure our what is working and what is not. Also, it is essential to keep track of the candidate status at each stage to make an informed decision about your hiring strategy. This will also help you keep both the candidates and the organization well informed.

5. Rediscover Candidates

It is possible to miss out on qualified candidates. Maintaining a database of previous campus drive applicants and utilizing AI-powered tools to search for eligible candidates from that database can reduce your dependency on external job boards. By revisiting a pool of previously screened candidates, you can save time and resources that would have otherwise been spent on attracting and reviewing new candidates.

6. Pre-Onboarding Engagements

Don’t wait until the joining date to engage a new hire; keep them excited and anticipated from the day of hiring. It is commonly observed that new hires can lose interest and even not show up during the waiting period prior to joining a company.

You can keep them engaged by exposing them to your company cultures and mission. Let them have a better understanding of their job responsibility by giving them a chance to connect with the current employees. Get them started on the paperwork and also collect feedback on the hiring process. Invite them for an office campus tour or a hangout. This will give them a sense of belonging and familiarity at the time of joining.

7. Assess the efforts

Last but not least, thoroughly assess the results of your campus drive. Evaluating the efforts and progress made during each successful campus hiring can lead to an even more successful one in the future. Utilizing AI-powered software to assess your campus hiring strategies will ensure that you can maintain and build upon your success.

The world of recruitment is shifting rapidly. Digital transformation is revolutionizing businesses, and the IT industry is no exception. Companies are now focusing on building an attractive talent pool for the next phase of digital disruption by incorporating new technology and processes into the recruitment process. With the advent of Digital technology, it’s never been more important for recruiters to have the right tools and resources to succeed.

Let’s examine the recruitment practices in the IT industry in the 1990s and how they have changed due to digital transformation.

IT recruitment in the 90s

There was significant demand for talent during the 1990s as the IT industry was expanding quickly. However, the hiring procedure for IT positions was very dissimilar from now. The internet was less widely available than now, meaning job seekers had to rely on more traditional methods of finding job openings.

At that time, recruiters would get offline resumes in the mail, scan them using software, and enter the information into a database. It also includes placing classified advertising in newspapers and journals and attending job fairs and networking events. In contrast to submitting a resume online through a job portal, resumes were usually sent or given in person to the company. As a result, applying for a job could take a lot of work.

The Decade of Noughties (2000-2009)

With the internet booming and then came websites for everything. Recruiters started posting online job boards while waiting for people to apply online. Online recruitment boards began to grow and evolved into the current recruitment landscape. 

 Another popular method of recruitment was through recruitment agencies. These agencies would act as intermediaries between companies looking to hire IT professionals and job seekers looking for IT positions. Recruitment agencies typically have a database of candidates and match them with available work based on their skills and experience.

Social recruiting era

The rise of social media paved a new path for recruiters, as social media has become an essential tool for recruiting and hiring top talent. With a vast pool of potential candidates at their fingertips, companies can easily connect with professionals in their industry, advertise open positions, and attract top candidates through social media platforms like LinkedIn, Twitter, and Facebook.

In today’s digital age, One of the significant advantages of recruiting through social media is the ability to target specific groups of people. Companies can use hashtags and targeted advertising to reach specific demographics, such as recent college graduates or experienced professionals in a particular field. Allowing recruiters to narrow their search and find the best candidates for their open positions.

Social media allows companies to showcase their culture and values, attracting candidates seeking a company that aligns with their personal goals. By sharing company updates and content, recruiters can provide candidates with a glimpse into the company culture and attract those who fit it. Social media recruitment offers an efficient and cost-effective way to connect with and screen candidates. Instead of spending time and resources on job fairs or resume databases, recruiters can use social media to quickly and easily connect with candidates.

Malpractice during assessments has been drastically reduced since the inception of AI in recruitment. AI-based proctoring tools have come up in large numbers to assist recruiters in identifying potential resources and eliminate candidates that indulge in malpractices.

Additionally, artificial intelligence (AI) in IT recruitment has become increasingly popular in recent years, allowing companies to automate certain aspects of the hiring process and find the best candidates for their open roles. AI-powered recruitment tools such as neohire can analyze resumes and job descriptions to identify the most qualified candidates, saving time and resources for recruiters. 

Conclusion 

Overall, digital transformation transforms IT recruitment by making it more efficient, effective, and convenient. By leveraging social media and AI, businesses are transforming recruitment with the newfound channel and cutting-edge technology. Companies that embrace these technologies will be well-positioned to find and hire the best talent in the industry.

In today’s digital age, the recruitment process is evolving at breakneck speed and hiring great talent with the right skill sets hasn’t been this onerous in the past. The pandemic’s impact and the constant shift in recruitment trends have contributed to this transition. As we look back at the start of the decade, recruitment looked completely different, with the TA teams solely relying on traditional recruitment models. But now, the hiring tables have turned, and the recruitment industry has already begun its digitalisation journey.

The market demands are constantly changing, and so are the recruitment trends that play a pivotal role in sourcing the best-fit talent. Hiring candidates, especially the gen z category, is a cut-out task in today’s fast-paced and dynamic recruitment industry. Hence, recruiters need to stay up-to-date with the latest recruitment trends to ensure that they can effectively find and attract top talent. Here are some of the significant recruitment trends that are largely influencing talent acquisition today:

Top recruitment trends influencing talent acquisition:

1. Virtual Recruitment:

Remote hiring or virtual recruitment was one of the significant recruitment trends that turned heads in 2021 and 2022. More than just being a trend, it almost changed the modus operandi of recruitment post-pandemic. As candidates were confined to the four walls, recruiters were left with no option but to leverage video-conferencing platforms like Zoom, Microsoft Teams, Cisco Webex, and others to conduct interviews.

Though virtual recruitment was seen only as a temporary alternative to in-person interviews, things took a turn quickly. Companies found this recruitment model to be simpler, cost-effective and time-saving. Offering a multitude of benefits, it is evident that the virtual recruitment model will continue even in the coming years and shall remain a top recruitment trend.

Fact Drop – According to a Forbes report on recruitment, 60% of recruiters today consider video-conferencing technology to interview candidates.

Source : Forbes

2. The Role of Artificial Intelligence:

There is no doubt that technology has taken over the digital era. AI, Machine Learning, IoT, Big Data, and Robotics have already redefined how businesses operate today. Thanks to the constant technological advancements and innovations. Amongst the advanced technologies leveraged today, AI plays a greater role in the recruitment industry. From automating candidate sourcing to screening, and evaluation – AI significantly helps optimise recruitment processes.

A larger ratio of recruitment platforms available today is built on Artificial Intelligence as its core technology. Keyword-based resume screening, chatbot support for candidates, elimination of interview bias, and data-driven decision-making have completely changed the dimensions of recruiting, with AI playing the anchor role. Hence, it’s no doubt that AI will continue to transform the recruitment industry in the coming years.

3. Diversity Hiring:

Diversity and inclusion aren’t something new to our ears, but the increasing focus on diversity hiring recently has led to this becoming a major recruitment trend. As companies have started to shed the spotlight on gender-neutral hiring and diverse workforce, recruiters have recognised that diversity hiring is not just a trend but a practice to follow in the coming years.

Companies with a diverse and inclusive workforce have shown signs of improved productivity and operational efficiency. Diversity hiring has, in fact, had a greater impact on improving brand value and positioning. Hence, it’s important for HR teams today to constantly focus on DEI going forward.

Did you know? – A report by Mckinsey&Company reveals that companies are missing out on 39% of job applicants because of a lack of perceived inclusion.

Source : Mckinsey&Company

4. Hybrid Work Model

Is there someone who would say “No” to a hybrid work model post-pandemic? Not really! Though the work-from-home model came as a timely solution during the covid-19 outbreak, it has now become a policy of the new normal hiring. Compared to all the recruitment trends the industry has witnessed in recent years, this has been widely adopted.

Even as companies welcome their employees back to offices, the hybrid work model is still the most sought-after. In fact, a greater ratio of gen z candidates today specifically look for companies that offer flexible work environments. This model also enables companies to hunt down global talent without geographical constraints. As covid-19 is soaring again, the hybrid work model shall remain a top recruiting trend in 2023.

5. Predictive Analytics:

This is one of the newest trends in hiring that is assisting companies in assessing and forecasting a candidate’s potential behaviour. Recruiters could already narrow down possible recruits based on their experience, whereabouts, education, and more on various digital platforms. Predictive analytics has given further insights by providing recruiters with a list of the most suitable personnel for the job position (even those not actively looking for a job). This fresh trend has been beneficial for companies that are making use of it.

Predictive analytics can be used within the talent acquisition process to help make informed decisions and gain insight into areas of strength and weakness. This can also help lower recruitment costs, identify any issues in the process, and speed up the process of filling roles. On top of this, analytics can demonstrate the success and return on investment of recruiting software.

6. Candidate Experience

Another important trend in talent acquisition is the focus on candidate experience (Which never goes out of trend). This refers to a candidate’s overall impression of an organisation during the recruitment process. A positive candidate experience can increase the chances of a candidate accepting a job offer and improve the employer’s reputation as a desirable workplace. To improve candidate experience, recruiters should ensure timely communication, be transparent about the recruitment process, and offer feedback to candidates.

Final Thoughts

Overall, these are just a few significant trends influencing talent acquisition. However, recruitment agencies must stay abreast of new technological developments to remain suitable for the job. By staying up-to-date with these trends and adapting their recruitment strategies accordingly, organisations can position themselves as top employers and attract top talent.