Identifying The Candidates During The Selection Process And Its Associated Challenges

In the new age corporate structure, effective and efficient workforce is one of the primary foundations towards business development, operation management and achieving long term business goals. While the modern world has advanced and provided a huge candidate pool for recruitment and selection in to various functionalities, it has increased the challenges as well. The recruitment firms and companies have to identify the candidates based on the criteria as stable candidates, early leavers and usual leavers based on professional background and behavioral pattern. Finding the right candidate for the job within a limited time frame is probably one of the toughest challenges faced by the hiring managers these days. Hence, we point out the major challenges of recruitment.

• Probably one of the initial and most important steps towards hiring is to attract the right applicants with required skill sets. While it may seem that many companies receive a ton of resumes each day for specific job postings, it becomes difficult to find the most eligible of the lot. It not only includes the right skill set but also other aspects including professional behaviour, communication, past experience and much more. It is not easy to shuffle through huge amount of resumes and shortlist a few candidates.
• The traditional hiring process has swiftly become outdated and difficult to manage. Also, just relying on the experience and gut feeling of an HR professional is no more sufficient to hire the right people. The new hiring process includes many elements like skill assessment problem solving abilities, soft skills and much more. Hence, the new system needs to br streamlined.
• Casting a good impression works both ways. It is not only from the candidate end but also need to be managed at the company end. This is important in order to keep the talented applicant interested in the opportunity till the end of the process. Employer branding is crucial and at the same time challenging to handle.
• Social media recruitment has gained momentum in the past two years. People remain active over social media platforms than any other online forums. Hence reaching out to them via these platforms effectively takes in a lot of strategic planning and proper execution.

With all these challenges in hand, there are measures available which can aid in recruitment and selection of candidates in an organized manner.

• Application Tracking System (ATS) is the new age automated approach that eliminates the hassle of manually going through and evaluation of resumes on regular basis. It sends out emails regarding offerings and posts jobs on portals. It stores the resumes in an organized manner so that HR professionals can devote the time towards screening and evaluation of the candidates.
• Centralizing the candidate information and communication process undertaken during hiring helps in streamlining the entire process and saves ample amount to time.
• Maintaining a professional image in the industry through various channels and open forums is essential towards building a brand image in the industry and market. Often candidates look in to such mediums for gaining knowledge about the company and its policies.

Lastly social media presence is important for quality recruitment. It is essential to understand the dos and don’ts of social media recruiting for a sound hiring strategy.