We live in a world where things are evolving by the second – mostly for the better. The ethos of recruitment of candidates for jobs and the attitudes of candidates and recruiters towards the process have drastically changed when compared with the last decade alone.

It is important for businesses and candidates to understand these changes in order to implement and embrace them; inability or inefficiency to adapt can have grave consequences. Looking into changes in recruitment, ‘consumerization of recruitment’ particularly stands out.

Candidates are the consumers for job positions: candidates are in charge. This has brought with it the notion of mutual evaluation where hirers and candidates, both parties, assess the suitability of the other for themselves. The hegemony of candidate position can also be seen through the process made more flexible and more accessible for the candidates.

Technological advancements such as efficient video interviewing and interview scheduling have ensured that candidates can communicate with the recruiters while being exempted from ticket payments and hotel bills and uncomfortable changes in their schedules. Globalization has allowed for a much larger candidate pool, which has not only facilitated the candidate to become a consumer, but has also allowed the recruiter greater choice of candidates to pick from and hence better chances of talent acquisition.

Technological leaps have also allowed for social recruiting whereby recruiters can cast a much wider net for propositioning candidates for jobs. Consequently, there is also less recruitment bias. Jobs offers are not limited to certain ethnicities or genders.

A simple change in recruitment is the process becoming fast, yet it has salient implications: there is better relationship management with the candidate when hirers can get back to them swiftly. The overall communication between candidates and recruiters has improved – candidates are encouraged to reach out in case of any queries. Now recruiters also have much greater data about the candidates, such as their aspirations, their leisure activities, elaborate future plans, which can assist in finding the right person for the job.

It can be argued that this leads to decreased humanization of the process, but in fact, the candidate data is only used as a supplement, and not solely for picking candidates.As a result of changes in the process of recruitment and candidate expectations, the attitude of recruiters has also transformed. The recruiters are now very transparent with the candidates.

Every little significant detail is shared with the candidate efficiently. This stems from the recruiters consciousness about candidate experience. Recruiters and their organizations make remarkable efforts to make candidates feel comfortable and welcomed. Recruiters must focus on their employer’s brand. A negative candidate experience can be a major setback for the brand.

The qualities that recruiters actively look for in candidates now are not just task proficiency but also transferable skills and an overall positive temperament so that a candidate is not just expected to do a task well but must also add constructively to the work team. Therefore, a cultural fit is aspired towards. It can be deduced that the shift of the focus of recruitment process towards relationship orientation has been a monumentally progressive and productive leap.


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