Recruitment Hacks To Win The Great Reshuffle

The worldwide phenomenon of the great reshuffle or a career awakening of the workforce has been on a surge over the past few years. Work is no longer the top priority over other aspects of life for people. The pandemic has served as the hard-hitting ground for the workforce, mobilizing them to start reimagining an entirely new career path that fits their requirements, ideals, and lifestyle. As the competition for top talent surges with the great reshuffle, businesses need to rethink their recruitment and retention strategies to stay ahead of the curve to attract the best talent. Let us explore the tips and hacks to winning the war for talent, discussed by industry experts in the SHRM India Annual Conference 2022.

1. Focus On Brand Value

The employer brand is the perception of a business by potential talent. Ankit Aggarwal, Founder & CEO of Unstop, said, "when candidates have multiple offers, for them, the brand value of a potential employer becomes more important than the package offered." Make sure to create a strong employer brand that resonates with job seekers. Invest in marketing and social media campaigns to showcase your company's culture and values. Investing in employer branding and developing an attractive employer image can help businesses attract the best talent and stand out in the competition.

2. Employ Technology

Technology can be a powerful tool for better candidate targeting and employer branding engagements focussing on hiring and getting the right mind share of a potential candidate. Ina Bajwa, Vice President of Human Resources, Tata Communications, shared, "we recently started our tech-based inhouse network marketplace that positioned an opportunity network to cater to the managers' and leaders' need to source internal employees as gig workers. Apart from this, we have an external freelancer network offering 3500 skills with a huge demand pipeline." Imagine the immense potential of technology in developing bespoke solutions. The applicability of AI, predictive analytics, and gamified engagements for the right talent strategy is fast reshaping how companies hire.

3. Tap Into The Metaverse

The metaverse is the futuristic technology that provides an immersive experience throughout the recruitment process, far more advanced and effective than virtual or digital interviews. Using avatars, talent can participate in recruitment drives from the world over, thus reducing geographical boundaries and making the workforce worldly diverse. Though metaverse has yet to be widely used, it holds immense promise for the HR world. 

4. Enhance Candidates' Experience

Candidates should feel valued and have an enjoyable experience throughout the recruitment process. This can be achieved by engaging candidates to keep their interest alive and communicating timely feedback and results. Aggarwal suggested a practical outlook on gamification to enhance candidates' overall experience, "gamification can be used to create a healthy mechanism where candidates are able to showcase their skills in a competitive yet enjoyable manner and gets recognized and rewarded for their best responses."

5. Embrace Flexible Working

Flexible and remote working, along with other creative work arrangements, are a great way to hook and retain top talent. Combining telecommuting with technology can fine-tune the remote working experience. Roopam Asthana, CEO and Director of Liberty General Insurance, said, "combining hybrid working with the metaverse technology can be a tool to fine-tune hybrid working." Candidates are more likely to apply for jobs in a company where they sense control over their work schedule and environment.

6. Leverage Social Media

Social media has become an essential recruitment tool to reach a broader, more diverse audience and to stay connected with passive and potential employees. Employers can promote job openings on LinkedIn, Twitter, and Facebook and solicit applications by having a solid presence on social media. Furthermore, they can use social media to spread the word about their organization's mission and values, which can help prospective hires get a better sense of the company culture before applying.

7. Utilize AI-Driven Interviewing

Digital AI-driven interviewing is an excellent way for employers to assess prospective employees across the globe efficiently. Digital interviewing platforms allow employers to ask pre-recorded questions to applicants and review their responses. This is a quick way to understand an applicant's qualifications better fit for a role. Digital assessments can also be a portal to give enterprises a glimpse into the potential employees' personal choices, skills, and motivators. Debu Mishra, Co-Founder of BoardsNXT & SHRM Advisor, advised, "don't use assessments to fit people into jobs but use assessment to craft jobs to fit people in the organization."

8. Boost Referrals

Referral programs are a powerful way for employers to find the right talents. Studies have shown that referrals are more likely to be successful hires than applicants from other sources. Referral programs can be used to incentivize current employees to refer qualified individuals they know. This can help employers quickly build a network of talented prospects and find the right fit for the organization.

9. Promote Diversity

It is essential for businesses to be open to having a diverse workforce that is reflective of their customer base. Asthana said, "insurance is an incestuous sector hence the need for us to be open to the alternate talent pool, be it freshers, interns, gig workers, or differently abled talents."  The job posts and descriptions must be strategically composed to communicate the company's receptive stance to a diverse talent pool and inclusive culture. Diversifying the talent pool will enable businesses to access a wide range of skill sets and perspectives that can help drive innovation and productivity.

Closing Thoughts

The new-age workplaces are no longer dominated by employers. Workers have learned not only to survive but thrive during disruptions in the world of work, which has given them the power to define and negotiate their terms of employment with employers confidently. Antiquated recruitment processes are no longer viable, necessitating reviewing and reframing every aspect of recruitment and retention strategies.