Anjali’s decision of
joining BeDifferent.com
Saturday 1000 HRS, Prateek Fedora, Anjali’s Home
Taking a sip of the coffee in a
cold morning, Anjali tells her husband about the experience she went through
with BeDifferent.com on a job opportunity, a mid-sized organisation in the
Information Technology sector. She mentions that she could not remember a
company that paid so much of attention to her starting from the first touch
point of connect to offer release. At
every stage she was welcomed with a smile and also made to feel at ease in the
process. The overall experience from
call to connect, docket to schedule, interview to clarity on work profile,
welcome to hosting snacks; everything made her feel at ease. She is convinced that this is the company
which can provide her the culture she is looking for, a culture of openness and
respect. She tells her husband that she
will send a confirmation on her accepting the offer with BeDifferent.com
Creating Hiring
Experience at BeDifferent.com
Monday 1200 HRS, Manoj (Recruitment Lead)
Manoj calls up Anjali and extends his gratitude and thanks
to her for accepting the offer. He also
sends a nice Thank You Card to her signed by CEO and HR Head at her
residence. The plan Manoj has worked out
to provide an experience to Anjali includes below steps –
1. Inviting Anjali for a lunch meeting with Hiring
Manager within 2 weeks of her accepting the offer
2. Handing over a small souvenir (A company
embossed Coffee Mug & a nice Notepad)
3. Hiring Manager to have two calls during the
notice period to provide updates on project and plans around the role for which
Anjali has been hired
4. Recruiter will have weekly call to check if
Anjali is looking for specific help; also provides her with company updates to
keep her informed about what is happening in the company
5. HR to work in background to ensure everything is
put in place to welcome Anjali on Day 1 of joining including workstation allocation,
laptop and netlogin creation, access and ID card etc.
What Prospective Employees
really want?
Employees are the assets of a knowledge
industry. Amid options to join many
organisations, the key to attracting and retaining employees is the experience
we create at every stage in the lifecycle of employee in the organisation
starting from first touch point as prospective employee of the company. Other
than a good work and compensation, it is the experience which brings the
emotional connect with the organisation.
Recruitment today has to start
creating an experience and engagement at every touch point of the candidate’s
interaction. The impression of the
organisation is primarily built through these connect experiences. Recruiters
and hiring managers have a big role to play in the process. They need to create hopes and excitement in
the minds of candidates about the company.
According to a recent Glassdoor survey,
89 percent of job seekers value the employer's perspective during the application
process. In other words, they want to hear why you think
your company is a great place to work.
Creating experience and
engagement in the lifecycle of candidates will also help in reducing drop outs
significantly which have really gone up in current market.
Other Important
Hiring Trends
Increased pressure on backfilling
positions in short time frames accounting for recent trends in increased offer
decline, and strict notice period release from exiting company, hiring right
talent in the shortest time frame has made the overall hiring process a big
challenge. The conventional way of
hiring will not be scalable in case organisations have to reach out to right
talent and expedite the overall hiring process keeping in view time and quality
of the resources in mind. Other than
providing a best-of-xperiences at every stages of hiring, some other important
hiring trends will continue to act as differentiators in the overall hiring
process–
1. Leveraging Social Hiring Process: Social
hiring process consumes time initially but it has a lot of positive results in
the long run. It can be a successful
tool of hiring if there is a right mindset of hiring and also when a right
process is adopted. Ability to
understand and use the correct boolean operators and Google strings is very
essential. This increases the reach-out
to profiles much faster than any other process.
LinkedIn, Facebook and even Twitter are good platforms to reach out to
candidates. The advantage of Social
Media is that it provides an opportunity to reach out to passive job seekers
who can be lured towards job opportunities. This is the most cost effective
process of hiring.
2. Technical Collaborative Platforms:
Another important forum which must be leveraged for potential hiring
perspective is technical collaborative platforms. Companies can host technical events, gamification,
hackathons etc in such forums where technical experts from across the Industry
can participate. It provides a great
opportunity for organisations to build and connect with participants and explore
their possibility as potential employees. It’s a slower process, requiring
considerable investments in money and time but companies which are looking for
quality talent will find this a worthy investment.
3. Profiling Based Hiring: Hiring is an
art. As a hiring manager or recruiter,
it is important to understand the overall environment and people of the person
being interviewed. This helps in identifying potential candidates who may not
be active in job portals but can be contacted either through social media
connects or through references. This is
a powerful approach and also helps in expediting the overall hiring process
4. Making Recruiters accountable to hiring:
Bringing a sales-based approach to recruitment will become popular in the
Industry. Incentive based compensation
where higher share of compensation will be incentive driven with opportunity to
double the salary will surely bring a lot of competitiveness and result
orientation in the overall recruitment function.
Recruitment is an engine to
business. This engine needs to not only
run fast and help an organisation reach its destination in the shortest time
frame but it also needs to bring a lot of efficiency to the journey. Also, it
has to create an experience for its
stakeholders to remain effective.
Recruitment today is a truly business function.
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