Restructuring recruitment

Cost cutting measures, massive layoffs, and reduction in jobs have left organisations with fewer talented employees. Organisations are being compelled to recruit from the best available rather than those best suited for the job. This is resulting in bad hires. Ultimately it is the organisation's performance that is affected.

Though organisations are implementing innovative strategies to attract the right talent, they are finding it difficult to retain them for long. This demands a restructuring of the recruiting process.
Structuring the recruitment process by automating it has helped organisations. They can invest in systems, which give recruiters sufficient time to assess soft skills. Recruiters will also have the opportunity to evaluate people for factors such as motivation, aspiration and potential, and not just the skills for the job.

How does it help?

Automating recruitment process can help HR:

• Bring in objectivity and rule out bias in assessing potential employees
• Track an individual's data
• Provide information to set standards for performance
• Understand personal interests
• Match future organisational needs with individual development plans
• Use resources effectively
  

While online recruiting saves the organisation both time and resources, it should be ensured that the time saved is spent on the key issues of the recruitment process. The recruitment stage should thus include:

• Identifying the motivating factors of the employees to help them perform better
• Understanding their long-term goals and aspirations to draw their career plans with the organisation
• Tracing their lifestyle and family needs to make them feel cared for, to help retain employees for a longer time.

Reference: TheManageMentor