In companies where resources are scarce, hiring becomes a time consuming, challenging and an exhaustive affair. Finding people who are motivated to work hard, competent and passionate is an uphill task for the employers. This is where a hiring manager can pitch in and help solve the hiring challenges faced by the companies.
The collective participation of the hiring and business managers is essential for the smooth flow of the screening process. The challenge is to find quality applicants, streamline the hiring process, manage candidate experience, training, compliance and retention.
Here are the top 5 hiring game changers as per market data:
- 60% of the HR leaders surveyed in India ranked greater alignment of HR with business as the top HR Game Changer.
- 35% of them said that managing the expectations and aspirations of a multi-generational workforce is the second most important HR Game Changer.
- 34% of the survey respondents mentioned that fostering a culture that empowers employees to take risks and drive innovation is going to be the third biggest HR Game Changer.
- 34% of HR leaders surveyed said building a leadership pipeline is an imperative and ranked this as the fourth biggest HR Game Changer.
- 28% of HR leaders surveyed in India said that Performance Management systems will undergo a significant & structural change and ranked this as the fifth most important HR Game Changer.
How Hiring Manager/Business Groups can be part of it?
Business managers can kick start the screening process by using career sites, social media tools and use preliminary assessment methods to eliminate the candidates who do not possess the requisite qualifications. The candidates could be screened further through in-person interviews, panel interviews or video interviews. The managers can verify the candidate’s personal, educational and employment credentials using social media platforms and referral letters.
The impact of technology on the recruitment process in the recent years has been profound. New age tools such as application tracking system, resume management system, cloud based hiring tools, and data analytics help recruiters discover potential candidates and get a holistic view of the applicants. The key for the hiring manager is to keep tab on the latest technological trends and take advantage of the benefits they offer in the recruiting process.
A good referral program can help in building a good company culture. Employees often refer friends and family when they believe in the work culture of the company, enjoy the flexibility and benefits the company offers and are satisfied with the growth opportunities. Driving Employee Referral program can yield good results.
Business managers can also pitch in with post-offer follow up process to help the candidates join the company. They can appraise the candidate about the work culture, create a welcoming atmosphere, and discuss about the challenges, goals and mission of the company. A post-hire follow up call is also a good time to review the hiring conditions and make amendments on mutual consent.
Hiring managers must attend industry events to comprehend the market requirement and their role in building capability and developing leaders in their organization. They must take advantage of the networking opportunities the events offer, connect with the industry leaders and get an in-depth view of the emerging trends.
My Final Two Cents:
- People Participation is key to success of any initiative, Hiring Managers/Business Leaders must and should own up and participate in the recruitment process
- Talent Acquisition team should make hiring managers as their strategic partners also simplify recruitment process to save their business time