Innovation in Recruitment - A Paradigm Shift beyond Automation! Part 2
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The document discusses the need for innovation in talent acquisition, highlighting the limitations of current recruitment automation processes and the reality of ineffective practices. It proposes the establishment of a national skill bank to standardize competencies, streamline recruitment, and enhance objectivity and predictability in hiring. The future landscape aims to reduce cycle times and costs while improving candidate experiences through direct interactions and clearer expectations.
Innovation in Recruitment - A Paradigm Shift beyond Automation! Part 2
- 1. Innovation in Recruitment: A paradigm shift beyond Automation C.P. Jayakrishnan Menon
- 2. Life-changing disruptions everywhere… • Multimedia (Web/Video) • Mobile devices • Social networks • Apps • GPS • Virtual reality • Wearables • Drones • Bots • AI
- 3. Other organizational functions have adapted… Marketing Sales Finance Other functions have made the leap!
- 4. How Talent Acquisition looks today… Planning – Prescribed Job Descriptions Sourcing - Portals, Social Media, Referrals Screening - Phone, Online, Video Selection - Assessments, Meetings, Video Joining - Online offers, BGC, Kits, Welcome Induction - Day one delight • Online Tools • Offline Tools
- 5. TA seems to be riding a technology wave… • ATS • Job Portals with advanced features • Integrated Sourcing Platforms • Sourcing Engines with intuitive algorithms • Resume Parsing Tools • Online Assessments • Video Interviews • Web enabled shared services
- 6. But… Is it creating a false sense of contentment?
- 7. What is the ground reality? JD – always immediate, hidden caveats, untold requirements Sourcing – never enough, tons of resumes Screening – misguiding inputs Selection – always waiting, bias, on trust, experience, look and feel Joining – surprises!
- 8. Sourcing Job description Screening Reports SchedulingFollow ups Selection Onboarding BGC …………………ground reality? ResponseApplication Screening Updates SchedulesFollow ups Selection Onboarding BGC The fallout: Losing objectivity No predictability High cycle time Cost per hire^^
- 9. The way forward – a few examples… The USFDA • Regulates almost every facet of prescription drugs - including testing, manufacturing, labeling, advertising, marketing, efficacy, and safety • Regulates more than $ 1 trillion worth of consumer goods • $466 billion in food sales, $275 billion in drugs, $60 billion in cosmetics • Generates revenues through user fees • Manages data through OpenFDA which enables easy access to data W3C • The main international standards organization for the World Wide Web • Develops standards, engages in education and outreach, and serves as an open forum for discussions • Tries to foster compatibility and agreement among industry members in the adoption of new standards
- 10. TA needs innovation, not automation! How can we innovate? Skill Bank - Standardised Competency, Skill and JD Industry, Domain, Technology and Role Resume Database based on Skill Bank Certified, BGC cleared Assessment Centre based on Competency Avoid multiple interviews Real time interaction between candidates and hiring managers Avoid intermediary process and multiple touch-points Quality check and offer process by HR What tools do we use to innovate? National Skill Bank IBM Watson Database IBM Watson Profile match CRM, AI Interactions Bots GPS
- 11. A National Skill Bank: standardization & compliance • Accreditation as a quasi- governmental body • Collaboration with Industry bodies • Creation of a National Skill Bank for – Industries – Technologies – Domains – Roles • Publish JDs as per National Skill Bank • Shortlist candidates using the National Skill Bank’s skill register • Select candidates based on Competency and Skill – Do away with multiple interview rounds
- 12. Selection/ Interactions (One level interview) Candidates upload resumes as per National Skill Bank Complete assessment for (Knowledge, Skill, Ability, Personality) Candidates get access to National Skill Bank Create National Skill Bank Companies create JDs from Skill Library Matching Profiles (Knowledge, Skill, Ability, Personality) Streamlining through Standardization! Assessment Centre (Project Assignment)
- 13. It’s time we change some perceptions!
- 14. The TA landscape of the future… For recruiters Consistency in JDs and profile matching Predictability and objectivity in recruitment Reduction in fulfilment cycle time - eliminate multiple steps Dependability in quality Reduction in Cost per Hire! For candidates Clear expectations Move away from resumes Direct interactions Future ready certifications Skill enhancements Transparent processes
- 15. THANK YOU! “He that will not apply new remedies must expect new evils; for time is the greatest innovator.” Francis Bacon