Top 5 IT Recruitment Trends Of India To Watch Out This Year

IT Recruitment of the right person in the company is indispensable. Human resources solution providers consist of dedicated team of experts which provides its clients with workforce solutions like hiring right candidate temporary and permanent nature to streamline the human resource processes at the clients end.

IT recruitment in India works in an increasingly dynamic business environment today and has seen utmost transition in recent years. It has emerged its status from only “replacing absentee workers” to become “strategic partner” for its clients by providing entire gamut of employment solutions like providing corporate training, pay-roll processing, recruitment process outsourcing, etc.

Ask any IT company about its top challenges  — the odds are good that recruiting and retaining talent are somewhere on that list. Smart companies know that they’re only as good as their best workers, and will prioritize seeking out the best of the best for their organizations.

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As technology continues to evolve, it plays an increasingly important role in the way companies approach the talent search and the hiring process. Hiring managers and HR experts shared their thoughts on the future of recruiting and what’s on the horizon for this important area of business operations.

1.Everything Is Going Digital

When LinkedIn and online job applications first began to gain traction, they were seen as supplements to the traditional paper resume and in-person interview. Today, the world of recruiting has gone nearly 100-percent digital. From the resume to the search to the interview, we’re moving toward a digital hiring model.

Resume will be displaced by constantly evolving representations of individual experiences, skills and aptitudes that exist purely in the digital realm. Innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will be the primary screening method.

More and more employers are leveraging webcam and video interviews to streamline the hiring process

2.Easy & Quick Application Process

Today’s job seekers know their worth and are aware of the competitive landscape. They see opportunities everywhere, and if one employer takes too long to respond or makes it difficult to apply, they’ll quickly pass it up for another job opening.include candidate job portals, employee on-boarding and off boarding portals, and specialty tools that foster sourcing via job boards and employee referral networks. These integrated platforms are more cost-effective and enable the collaborative hiring of top talent employees.

3.Focusing On Passive Candidates

Today, it’s far more important for a recruiter to be proactive when finding candidates. 

If you aren’t doing this already, it is advisable looking for candidates through their social media profiles and anywhere else they have a Web presence, since today’s professionals expect employers to search for them and take their online branding and positioning very seriously.

4. Emphasize On Data Analytics Is Becoming More Urbane

The use of social networks and other digital profiles as candidate search tools has opened up a much wider talent pool for recruiters to draw from, but the time it takes to do that research could end up taking hiring managers away from their most important task: actually hiring.

5. Your Employee Brand Is Your USP

Savvy candidates will evaluate company brands before applying to or accepting a job, much in the same way they evaluate consumer brands when shopping.The company brand experience, in combination with detailed job descriptions and an online application, engages job seekers and helps them determine proactively if they are a cultural fit to the organization, and whether to apply or not.

Smart Recruitment Tactics That Will Be Trending This Year

1 These days referral becomes the highest chance of getting high-quality candidates.
2 The first contact is to establish through mutual interests. Job advertising comes second.
3 The entire application process should be completed on mobile.
4 Big brands don’t always fit your hiring need…actually
5 Hire the person, not the role.
6 Build your own trial test to get your own fit candidates.
7 What you sell is interesting challenges and recognition, in the form of the employer brand.
8 The need for speed is crucial when it comes to offering jobs….so pick wisely.

Conclusion

Every point listed above is so counter-intuitive compared to the old way. They require you to put in more effort, more attention, more time.

But if you don’t, you will have to spend even more effort, even more attention, even more time to fix a bad hire.

Even if you can only apply one point to your recruiting process for now, start anyway. You’ll be surprised how much of a difference it’ll make.

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