CXOToday has engaged in an exclusive interview with Amit Jain, CEO Team Lease HCM
- Trends emerge to improve companies and their recruitment processes
The recruitment space is evolving rapidly, especially after the emergence of AI. Companies are leveraging AI in the recruitment process for candidate sourcing, screening, skill assessment, candidate scoring, etc. AI chatbots answer queries, assist candidates during the onboarding, and even conduct interviews to automate the process.
- What digital strategies, such as social media and content marketing, are effective in promoting company culture and job opportunities?
Before building a strategy, I think the employer should know where the ideal candidates are. Today, India is becoming one of the youngest major economies in the world with Gen-Z entering the workforce. So, if your prospective employees are Gen-Z, then you should know which digital channels they use. What do they expect from their work and their employers? Your Employer Branding strategies should be based on such questions to ensure success.
- What role do regulations and industry standards play in shaping the future of recruitment technology?
Every recruitment technology depends on candidates’ data to match the right talent with the right jobs. This is why data privacy laws are always very important for recruitment technology providers. Tech companies need to ensure the safety of applicants’ data with data and cyber security measures.
- Can you provide examples or case studies of companies successfully leveraging data analytics in recruitment?
Data can be leveraged in various ways to improve the recruitment process. For example,
- Real-time hiring status shows the number of openings, the number of candidates in the pipeline, how many people are already hired, and so on. Such reports help you predict whether your candidate pipeline is sufficiently equipped to fill the open positions on time.
- Candidate sourcing reports help you measure the effectiveness of each hiring channel.
- Metrics like time-to-hire, cost-to-hire, offer acceptance rate, offer decline rate, candidate experience, etc. tell you about your hiring process’s efficiency.
- What are some best practices for virtual onboarding to ensure new hires integrate smoothly into the company culture?
While most companies are returning back to the office, virtual onboarding is still becoming a norm because it optimizes the onboarding process and improves the candidate experience.
A virtual onboarding process should be completely paperless and the new hires should be able to submit all onboarding-related documents without the need of any assistance. Document verification should also be automated with authentication methods like OTP, penny drop, Aadhaar authentication, etc.
- What role do video interviewing tools and virtual reality play in assessing candidates remotely?
Video interview tools are very useful for the initial stage of interviews. At this stage, you want a large volume of candidates to enter the pipeline, and virtual interview tools remove the physical barriers to help you with this objective.
Video interview tools are also helping recruiters to conduct better interviews by suggesting the right questions, enabling real-time tests, facilitating document sharing, recording and analyzing responses, etc.
If we talk about virtual reality for candidate assessment, I think it has a lot of potential to add more dimensions to the interview experience. But, at the same time, the technology is not ubiquitous like laptops and mobiles. So, as per present scenarios, it’ll be hard to integrate VR into the recruitment process.
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