Emerging Trends in Recruitment and Selection

Organizational capital, human capital and physical capital resources are the three main categories of resources that provide a corporation with a sustained competitive advantage. Any business or firm that lose above resources could suffer significant consequences. One of the key elements in the successful and profitable operation of any firm is the efficient use of human resources. Modern human resource management is constantly evolving and changing. Emerging new trends, methodologies, principles, and concepts have a significant impact on its position and role (Bejtkovsky,2017). Companies now have conceptually sound framework such as person job-fit and a cost-effective, speedy, and convenient system such as online testing to meet their personnel selection needs in a highly competitive environment (Piotrowski, 2006). Technologies based on the internet and other software and information systems have given rise to previously unheard-of capabilities. Businesses are increasingly adopting and using these technical solutions. The use of internet-based recruitment and selection tools will undoubtedly rise in the future (Chungyalpa and Karishma,2016). 

The following section examines some of the key trends impacting recruitment and selection process. 

      ·       Corporate talent network

Corporate "talent networks" are online platform for promoting the company brand name. Its primary goal is to draw in fresh talent from a range of sources, which includes job applicants, fans, employees, former employees, partners, suppliers, and even customers. It is quite common among large corporations. Smaller and medium-sized businesses are rapidly adopting it as well. A talent network acts as a center for advertising and brand promotion for the business. It is used to disseminate information about open positions, career opportunities, and other business matters (Chungyalpa and Karishma,2016). The employment brand highlights the unique aspects of the organization’s employment offerings or environment (Bejtkovsky,2017). Due to the talent war, attracting candidates is considered to be a critical as drawing clients. Such a situation will cause recruiting to become more like a marketing function. Employers across industries should concentrate on creating attractive employer brands and using channels like social media and video marketing in addition to the conventional techniques to reach the workforce (Manjula ,2016).

Example: - As Tik-Tok is growing and a popular social media. Many companies in Sri Lanka use it as a good marketing platform to increase the brand name. This assists to draw clients and job applicants. A famous shopping site which is ‘Daraz’ is also using this application to increase the engagement by reaching out to a large audience. The following links are for the evidence of ‘Daraz’ Organization’s corporate talent network (Daraz Sri Lanka, 2022).

  Ø https://www.tiktok.com/@daraz.lk/video/7084176907318709531is_from_webapp=1&sender_device=pc&web_id=7133967321240897025

  Ø https://www.tiktok.com/@daraz.lk/video/7095319690364456219is_from_webapp=1&sender_device=pc&web_id=7133967321240897025

     ·       Applicant Tracking Software (ATS)

These programs put a strong emphasis on overseeing marketing campaigns, managing the entire hiring process, and providing a great candidate experience. An applicant tracking system (ATS) can be used to advertise job openings, review resumes, and send email interview requests to prospective employees. Other features include language support, automated resume ranking, pre-screening questions and response tracking, customized input forms, individual candidate tracking, and requisition tracking (Chungyalpa and Karishma,2016). 

     ·       Social networks

      The use of social media to generate employment has shown to be more effective in reaching out to individuals on a mass scale basis than older techniques. Because social media is a lot more sophisticated means to display data and information for both employers and employees alike. This is advantageous since it ensures that the ideal candidate for the job has the exact set of skills needed. Social media connects companies and employees directly and screens qualified candidates for open positions (Manjula ,2016).

 Example: - Sites such as LinkedIn, and to an extent Facebook, provide specific recruitment related tools and analytic software to improve the recruitment process (Chungyalpa and Karishma,2016).  

     ·     Increased focused on passive candidates

Finding more applicants is made much easier by the Internet. Although many of these candidates may not be actively seeking employment, their profiles are ideal for various positions. Internet researchers browse the Web to compile a passive candidate database that is arranged by qualification, experience, and location. Once compiled, this data can be checked over the phone for accuracy before being given to the recruiting team to begin developing relationships with these valuable prospects (Manjula ,2016).

     ·       Online Recruitment

Online or e-recruitment makes use of the internet to post or publicize job openings, provide details about the company and the positions available, and enable email conversation between employers and candidates. The latter group can e-mail their resumes and application forms to companies or employment agencies, as well as apply for jobs online. Online tests can be taken. Corporate websites, online job boards, and agency websites are the three primary categories of internet recruitment sites (Armstrong, 2009, 523). 

     ·       Computer-assisted testing (CAT)

 Computer-assisted testing (CAT) is widely used in the United States, and is making inroads in other countries, such as Great Britain and Canada. In one sophisticated CAT system, the applicant responds to questions that are moderately challenging at first. The computer presents more challenging questions if those initial questions are answered correctly, and easier questions if the initial questions are missed. The point where the applicant “proceeds from knowing generally less difficult items to not knowing more difficult ones is that individual’s score”. CATs improve test validity while also facilitating the quick and easy processing of numerous applications by companies. When linked with other databases (such as online application forms or résumés), CAT provides managers to access eligibility lists and other application tracking information immediately (Lavigna & Hays,2004).

     ·       Assessment Centers

 This is a clear structure that will improve the accuracy and precision of the applicant filtration. This is a strong trend in 2016 as most reputed recruitment process outsourcings have a well-defined way of operating, and the result shows (Manjula ,2016). Assessment centers offer the chance to evaluate how closely candidates fit the organizational culture. This will be determined by observing how they behave in various but typical circumstances, as well as by the variety of tests and structured interviews that are involved in the process. Additionally, assessment centers let candidates get a better sense of the company and its principles, therefore they can determine whether or not they would fit. Due to their high cost and time commitment, assessment centers are typically only used by major firms for managerial roles or recent graduates (Armstrong, 2009, 532). 

References

• Armstrong, M. (2009) Armstrong’s handbook of human resource management practice. 11^th edition. Kogan page: London and Philadelphia.
• Bejtkovsky, J. (2017) Selected current trends in human resource management in health service providers in the czech republic. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 65(187) p.1833.
• Chungyalpa, W. and Karishma, T. (2016) Best practices and emerging trends in recruitment and selection. Journal of Entrepreneurship & Organization Management, 5(2) pp.4-5.
• Daraz Sri Lanka (2022) Do you think you have what it takes to be a part of the daraz creative team? send in your cvs Now. [Online video] Available from https://www.tiktok.com/@daraz.lk/video/7095319690364456219?is_from_webapp=1&sender_device=pc&web_id=7133967321240897025 [Accessed 20 August 2022]
• Daraz Sri Lanka (2022) We are honored to be certified as a great place to work for the 2nd year running. [Online video] Available from https://www.tiktok.com/@daraz.lk/video/7084176907318709531?is_from_webapp=1&sender_device=pc&web_id=7133967321240897025 [Accessed 20 August 2022]
• Lavigna, R.J. & Hays,S.W. (2004) Recruitment and selection of public workers: an international compendium of modern trends and practices. Sage Publications, 33(3),  p.248.
• Manjula, V.N. (2016) Emerging trends in recruitment process outsourcing. International Journal for Modern Trends in Science and Technology, 2(7), p.59.
• Piotrowski,C and Armstrong,T. (2006) Current recruitment and selection practices: a national survey of fortune 1000 firms. North American Journal of Psychology, 8(3) p.490.