Companies constantly look for talents with the intention of recruitment. The internet now allows them more freedom of choice and increases competition. Outsourcing and offshoring add to the possibility of finding the most suitable person for a job. Today, company recruitment strategies include social networking and web tools which enable them to find top talents. Recruitment processes are much more different than what they used to be before technological advances and the internet.
Application processes have also undergone significant transformation. Recruits are now asked not only to send their resumes by email, but also take certain tests online. These tests allow recruiters to assess applicants in terms of their suitability for a certain position before an interview. Depending on the position and the type of work, they may ask applicants to also prepare introductory videos or audio recordings. Recruits may also be required to prepare a presentation on a topic relevant to the position for which they have applied and attend a meeting to present their work and ideas. Short one-time interviews are seldom the sole basis on which employment is made.
These steps allow candidates to learn more about the job for which they are applying. While they browse recruiter websites and social network accounts, they become more familiar the company as well. This process is more appealing to young generations who consider it important to find a job within the company which carry similar beliefs and values. Websites such as https://www.irantalent.com/ make it easier for recruiters and possible candidates to find each other online. Recruits can weigh possibilities and make better choices in terms of the organization which they wish to be a part of. Working conditions, responsibilities, and expectations are made known beforehand, which makes it easier to attract the right person.
Referral programs are another method of recruitment. Depending on the type of person the organization is looking for, recruitment can take place from within the organization, ex-employees, or from outside. Although it is easier and cheaper to recruit through referral programs, new recruits can bring in fresh ideas and perspectives which is more in alignment with development strategies. People who are recruited from these programs are more familiar with the organization’s culture and are able to adapt faster. However, they have to go through the same process as other recruits.
After the recruitment process is finished, those most suitable for the organization and the position become possible candidates. After the final selection, recruits are required to enter the probationary period during which their performance within the organization is assessed. The probationary period normally takes three months, but it does not guarantee a permanent position. This also gives the recruit a chance to experience working for the organization. An applicant who manages to successfully finish the probationary period is then offered a contract. Therefore, it provides the best chance for an applicant to show their capabilities and fit with the organization. Adaption to the culture is as important as professional performance in this period.
Recruitment processes have been transformed and the job market has become wider due to technological advances. Both recruiters and talents have a higher chance of finding their best match. This also means that both applicants and organizations have to make the right impression to attract the most suitable match. Top talents are found using various methods through the process, which are offered a contract after successfully finishing the probationary period.
Course book reference:
– Business Vocabulary in Use: Advance
– Market Leader: Human Resources