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Aligning HR processes with an integration strategy to bring people value

What is the new normal for hiring in today’s market?

The Modern Hiring Process In today’s world, there is such a war of talent that we need to have a…

By Shobha Singh , in Blog Human Resource Management , at September 28, 2020

The Modern Hiring Process

In today’s world, there is such a war of talent that we need to have a competitive edge over what works and what doesn’t work? What candidate is looking for and how do we address this market?

What is the new normal for hiring in today’s market?

When I think about hiring, I think about the puzzle. There are pieces to the puzzle. Hiring is a puzzle in which each piece matters.

When we look at the demand, which is large. So, candidates have many choices in today’s market. When they have these choices, how do we help identify ourselves as standing out in the crowd?

We need to do new and different things in today’s market to attract talent. Let’s talk about the thing that worked and again some of the things we tried and didn’t work.

Let’s look at the puzzles together, where each piece matter.

  • Assessment – Candidates want to understand, where the fit is so the company. Are you going to fit into our environment? A lot of companies are working towards the skills assessment. The assessment has become a big part of our world today and how do we identify a strong candidate for our openings or opportunity. “If you’re going to do an assessment, there has to be value in it to the candidates, not just value in it to the hiring manager.” So, assessment is a really important piece of today’s market, but not the only piece.
  • Trajectory – We want to hire talent that is moving on an upward trajectory because that’s what helps our organization to grow. Look at the people who have already hit the pick of his career. Most likely they don’t want to move. Where will they move to? They have already gone through trajectory travel. So, when you hire a candidate look at the trajectory, not just skills. And, couple it with opportunity.
  • Opportunity –When we talk about an opportunity for our candidate. It is important to remember, it is a candidate-driven market. In today’s market place candidates are gone come in and evaluate us just as much as we are evaluating them. They are coming here and want to understand what can we do for the candidate. So, we need to talk about what this opportunity will do for a candidate. It is like you will get something and the organization will gain something. Provide an opportunity for a candidate and allow him to reach his potential.
  • Candidate Experience –Everywhere you go, every company you talk to talk about the candidate’s experience. I found personally what is candidate experience is – “What is the mark that’s been left on that individual?” It is really easy to have a great candidate experience when you offer the person a job. What’s tough is when you decline a person. It is a hard thing to do. But it is important that you treat people with respect, curtsy, and value their time. We always say candidates, we don’t want to waste your time. The reality is we don’t want to waste our time. We have to make sure; candidate doesn’t feel that. I always believe as a recruiter, we should go on a job search. More we go out to the market as a candidate. The better we understand that experience all about. We get a stronger understanding of what the candidate feels when he/she comes to our organization. Candidate experience just can’t be a catchall word, a buzzword that we use. It has to mean something to the candidate. So, you need to look at the organization and figure out, are you able to make the candidate feel good during the interview?
  • Branding –You have to brand your organization, but if you’re branding for the sake of branding because the market expects you to do it, there’s no value in it. Does it need to decide who you are in the organization? Who you want to be and more importantly, what the candidates want to see? If you can then get a grip on his or her branding to really have in the organization. Do it when you can. But don’t do it just because it is a word today.
  • Culture – culture today is a living, breathing thing. Candidates look at culture as much as we look at the candidate. We all talk about the fit for the organization. What is the fit? Who we are today? If we don’t know our culture, then how we can hire talent to fit into our culture. Culture should be statices. That’s it. The culture is going to ebb and flow as your organization grows. It is very important to share with the candidate. Who you are as a company? Because every candidate is going to ask you about the culture. Tell me about the culture of your company. If we can’t speak to it, then it is not part of our organization.
  • Diversity and Inclusion-this is a very sensitive topic to the marketplace today. People are aware of the DI initiative. Just like branding, just like culture, you have to have a diversity and inclusion initiative and you have to stand by it. If you can’t tell your candidate what is DI experience is? What have DI initiatives been? Then we don’t have it yet. A company that invests in hiring diverse talent is exponentially more successful in the marketplace today. That has to be part of our company today. Diversity doesn’t just mean gender, ethnicity. It could be experiencing. It could be the location.
  • Giving Back – Do you give employees time off to do those things that they’re passionate about?
  • Growth – Talent won’t stay unless you give people a chance to grow in their careers. It’s not just about come in and fill a job. It’s come in and have a career.
  • Total Rewards – Total rewards is a new term for compensation and benefits. Recruiters shouldn’t lead with total rewards, but it should absolutely be a part of the conversation. 


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