The job market is seeing a paradigm shift in the way recruitment strategies are being conceptualized. The strategies designed are in commensuration with the technologies that are disrupting the recruitment landscape in the digital ecosystem, i.e.: AI, Machine Learning, and Blockchain.
The competitive job market is inundated with employees of myriad skill sets, with innumerable recruitment agencies vying for hires with specialised craft. There is no place for laggards in the candidates market where time is of the essence in sourcing the right candidates to plug the skill set void. Sourcing enables the HR department to reach out to the best pool of talents rather than waiting for them to come to you. An adaptive and well thought outsourcing strategy pre-empts the situation of being caught unawares in the event of a mass exodus or high attrition rate. It allows the recruitment team to have access to a large talent pool of active and passive candidates. According to the LinkedIn talent trends 2016, only 36% percent of the workforce actively looks for a job at a given time whereas 90% of them are willing to learn more about the new opportunities.
In order to get the optimum value from sourcing, the following tips can be worth the while for building a talent community and strengthening the brand value of an organization.
As the IT landscape changes, the recruitment strategies also need to change in order to staff industry leaders and fill up the void created due to attrition. It’s imperative to maintain a balance between the old conventional sources of sourcing and the new one to have an updated access to the best pool of talented resources.
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