Jerry Varghese

How has the industry changed?

Staffing has been a constant requirement in any economy. No matter how much technology may be infused, the human element cannot be compromised upon. Earlier, the labour laws were more rigid and task-centric, but now, they’ve become rights-centric and evolved in a manner that best befits labour interests. With globalisation, local hiring is well complemented by global hiring as well. There are stronger employment contract s with appropriate labour benefits and rights, as also duties. While the need for staffing remains, the economy continues to fluctuate. In a bad economy, the reliance of global staff has to be cut down, and the local staff hiring becomes key. Moreover, with the advent of technology, online and social platforms, it is interesting to see the hiring process being adapted to a more evolved milieu as opposed to what it was before. The arrangement of hiring options that suit every profile makes for easy adaptability to speak to different demographics, and social media helps to provide for that in a rather efficient manner. We are also able to speak to a wider audience in the process.

Big Bets in Staffing and Recruitment Industry
There is tremendous value attached to such things as recruiter success. The process of hiring an employee is not about just finding another person to fill a vacancy, but about finding someone who fits and suits that profile perfectly. This stems from building strong rapport and establishing a robust candidate and recruiter relationship, and with the help of a sense of psychometric involvement, the perfect candidate can be placed. On the other hand, the relationship between the agency and the client is a very valuable linchpin as well – for understanding the client’s needs by the agency remains the enduring foundation on which recruitment is made. Industry insights at the agency’s end helps build and bridge gaps in the staffing and recruitment industry, and the burgeoning development of highly specialised workforces remains a continuing trend. Social and digital media remain one of the most important and enduring elements in hiring, today, as wider audiences and background checks are facilitated and acceptable only within this spectrum.

What will make news in 2016?
Undoubtedly, with the increasing presence in the digital and online circles in the global arena, these spaces will continue to prove to be among the most prominent and important factors in recruitment as well. Social media allows for recruitment from a pool of known or easily recommended applicants, as the hiring process is easier, facilitated smoothly and made better in terms of timelines and flow. Further, with jobseeker expectation pivoting around the elements of specialisation, digital platforms are gradually enabling people to apply with ease. There will also be an emphasis on brand management and a growing tendency towards branding, and the aim will be to target passive candidates. In 2016, with the help of Big Data and cloud computing, there will be a lot of value and emphasis placed on data analytics. Hiring tools such as psychometrics and sensitised hiring will play a great role.

Business, Operational and Legal Challenges in Staffing
One of the biggest challenges that has remained since the inception of time in the recruitment industry has been finding the right match for each profile and job. Hiring is not about filling vacancies, but about finding that perfect piece in the puzzle that can be a rewarding extension of an organisation’s pursuits. It is also an enduring concern that delivery remains steadfast and well established, operable within highly defined parameters. Further, there are issues relating to the duplication of opportunities in multiple forums on which they are put up – which can be addressed through amicable search tools. It is also important to ensure committed and dedicated performance on the part of recruiters. With growing technology, it is important to remain committed across multiple platforms, such as mobile responsiveness, including wide-ranging technology and implementing learning and lessons derived from every experience. We should be building strong internal databases and build trust in using them. It is also important to break out of the recruiter’s comfort zone to deliver better services.

SMAC
Social, Mobile, Analytics and Cloud and Recruitment now play a very important role in the domain of recruitment agencies. Social media and mobile recruitment apps have helped widen the frontiers into including more and more recruits into the foray. There have been initial technology challenges and there has been a need for a constant effort on part of the recruiters to adapt, but at the same time, with the establishment of a dedicated resource at the recruiter’s end, this has been dispensed with. The deployment of analytics and cloud computing helps assess what channels best predispose a good hiring advertising decision, and also help scale hiring calls into a state of wide ranging reach and virality. It also assists in connecting with job seekers, making the entire process highly responsive.

Impact of Social Media on Recruitment
Social media has been a pivotal development in the past few years. Aside of connecting people and bringing them closer, it also helps in recruitment. First, it helps a recruiter reach both, passive as well as active candidates, and dialogue with them closely. Secondly, the platforms themselves are becoming more responsive in that we are able to see a wider ranging reach for calls of recruitment and assistance in customising calls. It makes jobseeker interaction with the recruiter more real and therefore encourages a greater rapport. Sharing on Social Media ensures that the recruitment calls go viral, and have a better reach than print. The rapport building guarantees a sense of loyalty through followers.

Big Bets in the IT industry
One of the biggest bets in the industry right now is cloud interface adoption. It offers ease of communication and preservation of interpersonal relations despite the distance, and without costing too much. There is also tremendous room for Social Media Innovation. Sharing on Social Media ensures that the recruitment calls go viral, and have a better reach than print. The rapport building guarantees a sense of loyalty through followers. Finally, the biggest pivot point remains content generation, in that there is a lot of room for verbal dialogue creation through content generation.

Impact of Digitalization
The positive impact of digitalisation has led to a rise in the number of mobile devices being used for job searches and as it is increasing, there is an increasing need to stay relevant through these media. Social Media networking is also rather huge. Sharing on Social Media ensures that the recruitment calls go viral, and have a better reach than print. The rapport building guarantees a sense of loyalty through followers. Jobseekers have shown a proclivity towards graduation to mobile and social media platforms. It is unfortunate that Company HRs are still lagging for use of digital modes, and lack the sufficient means to do so. It is imperative that it be adopted for a wider reach, and for more successful communication, in that digital means are fast, easy and responsive.

Information Security & Recruitment
One of the most important points to remember in all digitalisation is data protection. There have been initial technology challenges and there has been a need for a constant effort on part of the recruiters to adapt, but at the same time, with the establishment of a dedicated resource at the recruiter’s end, this has been dispensed with. Privacy and protection of data is sublime, as also the issue if identity theft that causes room for caution.