RECRUITING... Best practice and trends on the current market From a recruitment perspective everything has changed, candidates have new expectations, companies must adapt if they want to retain and attract top talent.
KRISHNAN DOYLE ASKS THREE EXPERTS
Subhankar Ghosh (S.G.)
Monica Bisca (M.B.)
Cara Roberts (C.R.)
Chief People Officer PRIMARC PROJECTS
Head Of Talent BULLDOZER GROUP
Talent Acquisition Manager TUI
Are traditional CVs dead?
What is the best interview process to secure top talent? - S.G. : NOT at all! They are still very important. Yes- today we talk of video resumes/ social pages, fine. But a brief & crisp articulation on professional, academics and personal matters in 2/-3 pages shows a candidate's ability to attract and influence the recruiter, disciplined approach, his written comm skills, his clear thought process and more importantly his intellectuality. Also not to emphasize too much on resumes as "resumes don't do jobs, people do"
- M.B. : no, they are not dead. We are all looking into making our jobs easier, by using the latest ATSs, AI, video screening. However, at the end of the process, we have the human factor that comes into place. And is the person behind that traditionally written resume that gets our attention. You can tell so much about a person by the way they write their resumes. And that is an important step in the process.
- S.G. : Informal discussion, Asking them to cite examples on what they have done and achieved. Where they have failed and what has been the learning from such failures. Also asking them to think in advance and what to do if something happens in their workplace on an area they have never worked before. A case study or two. A presentation for Sr level - C.R. : engagement is the key word when it comes to interviewing. In this candidate led market, we’re now competing more so than ever to attract talent. Engaging interviews converts to spending half the interview selling all the great stuff about the role, company and culture, etc to the candidate. This changes the dynamics of interviewing to now ensuring that the interviewing panel are engaging and able to convey the proposition to the candidates whilst also assessing them.
What is important when attracting candidates For Leadership candidates – what is important – Vision, strategy, lifestyle? at front line level - S.G. : A healthy annual package. An informal work environment. Allot mentor for first 6 months. Proper induction & training, career advancement. Lots of employee engagement activities. Encourage their participation in organisational activities to develop a sense of belongingness. Above all - allow them to make mistakes, learn from those and move ahead - M.B. : from my experience in F&B, is very difficult to attract the right profiles. The generations changed, and nowadays, the Gen Z is very into benefits, career growth, social responsibility, and innovation.
- S.G. : vision and strategy are equally important. Along with that if that role requires the leader to be hands on. Also questions and examples on his type of leadership, facts and figures on his achievements, his team handling skills and motivating ability along with proven data. Citing of Data is very important to select leaders - M.B. : from my experience, the Leaders (candidates), want to be part of the Change. This will include Vision, Strategy, Innovation, Diversity and Inclusion, Purpose. Todays Leaders are interested in developing their leadership style, so an organization that is open towards Coaching/ Success/Wellbeing – will attract the Leaders.
How do you best incorporate your Inclusion strategy into your business? - S.G. : Firstly always be a preferred employer/Equal opportunity employer by keeping a position open to the best fit - and not that predetermining that this is typically a MAN role or a WOMAN role or other. Secondly keeping few roles reserved for Diversity/ LGBTQ ( if possible).Thirdly reaching out to society and include Special candidates on certain roles along with others to actually not differentiate and include them in the organisation. Doing these simple things wont require an organisation to think on how to be a Great Place to Work - it will automatically be. - M.B. : Our Diversity and Inclusion Strategy (from Talent Acquisition point of view, as a part of HR Department) is very clear and simple: Cultural Diversity: attracting candidates with different cultural backgrounds. Diverse skill sets: we Involve employees in the hiring process (they can give you a different view on the skillsets and potential needed in a team). Relationships: building healthy and effective communication/ relations with Senior Leaders. Learning and Development: effective inclusive trainings for leaders and employees
How do you make your voice / offer / jobs stand out in a crowded recruitment market? - S.G. : Increase the skill/knowledge confidence and just be oneself. Never to pretend. Answer with full confidence and provide examples to align with the interviewer. - M.B. : We all want to become an Employer of Choice. So, it is important to have a good Brand, Visibility, Transparency and a positive Brand Reputation.
We know now that technology plays a critical role in recruitment, but can we maintain a human touch / candidate experience - S.G. : We should always try to do this - I have found great resumes but when meeting those candidates, well, they were not at par with their CVs. And vice versa, specially for Sr hiring/leadership hiring t, this is more relevant and true!
All these questions will be approached during our special "RECRUITMENT" webinar on Wednesday 23rd March at 4pm GMT You can register and take part here:
for more information you can contact Krishnan Doyle here