The HR profession has always been around and is constantly evolving. With the arrival of Artificial Intelligence automation is the next logical step. Having said that, it’s only obvious for one to wonder whether the future of HR looks promising?

We @SourcingAdda as usual strive to bring you the latest updates in the Industry we’re passionate about. And we’re able to do that thanks to the participation of our WhatsApp. Group members and this time one of our Mumbai Group member’s Amit. Who suggested conducting a discussion on, “What will be the future of HR?” With automation being introduced for the tasks that can be automated and we’re sure you’d like to know what was discussed for future reference. Hence we’ll be disclosing the discussion and thereafter we’ll also be sharing the key take away pointers for you to review. So let’s begin…

Here is where the discussion ends and after reviewing the chat we can safely say that we’ve received interesting insights about the possible future. Having the information helps us to prepare for the future well in advance. So let’s find out about the key take away pointers about the future of HR, so here goes…

The Bleak or Bright Future of HR

To find out which one applies you’ll have to decide after going through what has been mentioned.

The Bright Future of HR

• Automation makes us efficient hence Companies will implement automation wherever applicable
• Machines won’t replace humans especially since its human resources.
• HRs need to adapt to automation real fast as it’s the survival of the fittest
• The future of HR can be thought of in 2 dimensions namely,

1. Operations
   1. A lot of automation of tasks
2. Analytics
   1. Requires the use of a humans brain
   2. Once algorithms have been formulated then they can be created to the understanding of a machines
   3. With machine learning even analytics will be automated

• The future of HR can…
  1. Be to build current and future competence
  2. Be Business focussed
  3. Contribute to the bottom line by ensuring…

1. Quality and Skilled Workforce
2. Succession Planning

• Innovative Programs for Retention
• The Future of HR will have 3 big changes, namely

1. HR processes will be automated and be cloud based
2. Recruitment will remain personalized and candidate centric
3. HR will continue to evolve into human capital management

• The Industry will be a more competitive one with the help of AI and Chat bots
• Introduction of systems have added to new job vacancies that require new implementations hence companies are hiring…
  • System specialists
  • Cross training recruiters
• Automation will help recruiters spend time in…
  • Strategic plans to close requirements
  • Connect with cross functional teams, business heads for effective conversations
• We’ve already seen a lot of atomised tools replacing traditional ways of working within HR but it will take time.
• AI in no case will be in a position which diminishes the role and impact of HR personnel, for the reasons mentioned below:
  • No machine can replace man when it comes to emotional quotient
  • The emotional quotient is the differentiating factor between other Management people and the HR.
  • Companies without an HR advisor or HRBP will fail to accommodate their employee grievances, engagement, retention, trainings.
  • Automation will just be a small portion of the HRM function
  • Without the human touch or human factor entire manpower talent system will helpless!

The Bleak Future of HR

• With more automation and self- service employees will hardly require precision support
• HR Transactions including C & B can easily be outsourced
• HR will ultimately be conducting more strategic work with the help of analytics
• Most people believe digitalisation automation in HR field will replace humans.

Task Automation

Tasks that can be automated

• Chat bots, ATS, AI will help HR save time behind screening and sourcing
• Initially Training and Development was required to train Employees
• Automation will make –
  • The evaluation process easy without it done manually
  • It easy to understand the analysis and data where earlier employees needed to be trained on it.
  • Bots will answer first level queries for –
    • Employees
    • Jobseekers
    • Prospects
    • Leads
  • Take care of redundant tasks such as –
    • Resume Parsing
    • Suggesting Similar Candidates while sourcing
    • Streamlining and suggesting Performance Management
    • Automated emails to the relevant candidates
    • Calculate the stability trend of a resource using AI
    • Repetitive tasks like maintaining attendance records, etc.

Tasks that cannot be automated

• Human touch is required in HR so automation will not affect the core aspects of HR i.e. relationship building.
• The role of a ‘business partner’ cannot be automated, as employees need to be actively engaged in the company hence human touch is essential.
• Even if most tasks are automated there is a high chance that the HR will be the ones managing the automated tasks.
• Skill sets will play a major role in jobs.
• As all of us i.e. Clients, HR, Employees, Vendors are human beings a machine or an algorithm can never have Empathy.

The evolving HR functions

• Automation/Digitization of HR has shifted HR functions right from HR Head to CHRO to CEO.
• An Administrative function of multi-tasking & wearing differences, Hats of Marketer, Brand Ambassadors, Analyst, Change Agents etc…
• HR has taken a front seat today in core Business Decisions, fetching the actual meaning of HR Business Partners & splitting the role HR Employee Partners from HRBP’s.
• Shifts in Recruitment function such as Manual Hiring to Job Portals to Social Media to Internet Mining etc. & from Newspaper Marketing to Digital Marketing.
• This all has been possible due to Automation as HR has been able to retrieve lot of Statistics, Insights, bringing Transparencies in the overall system.
• Companies have realized the fact & have shifted their focus from just being Customer Centric to Employee Centric as well.
• As long as there are jobs there will be a need for HR
• People with other domain knowledge can’t handle HR tasks
• With automation, manual interference is required to check on proper administration
• A probable challenge can be in selecting a candidate who has multi skills in HR
• In HR handling the accountabilities with less expectation on CTC, so there is a high possibility that women might dominate in the future.

Pillars of HR now

• The definition of Business Partner might change further but the roles will still be to bring more “Return on Investments”.
• In Recruitment one of the trends followed is BULK hiring for fresher and the fallout is that
• Some candidates may be unskilled
• The meagre skilled candidates get a job and survive with on the job learning.
• The Industry will move into hand-picking mode
• With the use of hand – picking mode making it extremely difficult for candidates to get a job with mere 4 years of engineering attendance.
• In Employee Engagement
  • Employee engagement means engaging employees to the core, not just particular celebration days and outings.
  • To successfully engage employees; requires a different set of skill sets
  • In an Organisation it is all about building team relationships and business collaborations
  • The concept of fun and related activities might disappear as the average age of the work-force might be in the mid-thirties.
  • Recognition may be extremely narrowed down due to supreme performers
  • The Job market seems saturated in the last 5-7 years
  • The attrition might be reduced as a result the organizations focus might drastically shift away from Engagement to Competence Improvement i.e. to be future ready.
• In Learning & Development
  • The Storm of next GEN will be coming where individuals will be more equipped with latest skill sets and will be advanced technologically.
  • The Current workforce who realise that will also notice the sheen of the industry gone.
  • The HR workforce will not wait for the organizations to invest on their learning curves as they would lose out on the opportunities available.
  • Individuals will start spending to increase their skill levels to be competitive in the Job market.
• As a Performance Manager
  • There is a high possibility that the transfer of ownership will be completely shift from the HR to Business.
  • The concept of moving away from the Bell Curve will engulf the industry
  • The organizations will make way for a broader and transparent appraisal system.

Benefits of HR Technology

• When it comes to HR technology, the good thing is that…
  • All the new technologies will be highly integrated in letting the HR professional see the trends and insights.
  • These trends are really crucial for HR to be able to make decisions and manage human capital.
• Technology plays a major role in…
  • Identifying talent to handle the employee lifecycle management
  • Maintaining workforce data
  • Analysing the talent trends
  • Facilitating online training
• Organisations with the right type of talent and that know how to make the most of HR technologies are bound to succeed.
• Automation of HR tasks is a relief for most Recruiters as they get to focus more on the strategic aspects of HR thus delivering their best for the organisational success.

General perspectives to keep in mind

• The focus should be more on strategic HR than transactional.
• Organization’s in India are not yet matured to a level that it will replace human beings
• But in the next 10 – 15 years it will be more of
  • Analytics
  • Data driven approaches
• Such changes will replace the traditional ways of working
• The need of the hour is to do more with less and be cost effective
• HR as a whole has always been cost-centres which need to move into profit centres and adapt to these changes quickly.

We leave you with some insights that can make all the difference to your approach in a career choice. It is a known fact that technology cannot replace the human element in the HR profession. According to Jack Ma “Machine intelligence is by the brain […] and you can always make a machine learn the knowledge but it is difficult for machines to have a human heart.” Therefore HRs can be rest assured that they need not worry about automation when it comes to maintaining human relations as these slots will always remain open if unoccupied.

Moreover, if Recruiter’s follow these simple Mantras…

• ‘Specialization’ which is the key to one’s survival
• Learn – Try – Adapt

Chances are they’ll stand a better competitive advantage to getting hired provided they have the knowledge that their competitors lack.

If you’ve enjoyed what you’ve learnt, are sure that you‘d like to learn more about Professional Certifications in HR and are wondering how you can contribute then here’s what you can do…

1. Follow Us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or request’s to join the WhatsApp groups in our comments section

OR

1. b) DM Us to @Sourcingadda with your name, location and Contact nos.

And one of our representatives will get back to you as soon as possible.

We’ve heard a lot about the current trends in compensation & benefits management. We’re certain that we may have missed some things and would like to stay updated with the trends. What better way is there than to have a WhatsApp discussion addressing the “Current Trends in Compensation & Benefits Management” as suggested by one of our Hyderabad Group member Santosh. And since we have members from various companies on the @SourcingAdda platform we’ll be able to get a fair idea about the compensation and benefits management practiced in their respective organisations.  Therefore let’s review the discussion and thereafter we can sift through the key take away pointers to help us retain what we’ve learnt. So let’s view the discussion below…

The above conversation clearly suggests that the inputs received are sure to help you stay updated. And if you’ve found it beneficial then we’re sure that you’d like to catch the key take away pointers as well so here goes…

Current Trends

Flexibility

• More flexibility is given to employees due to the change in the mind sets with more control over their time.
• More people are opting out of full time employment
• Shifting to contract based opportunities because it gives them full control over their –
• Time
• Growth
• Education
• Job Security
• Flexible benefits are a good practice these days as it creates a feel good factor for employees since they had chosen their compensation structure.

Technology

Use of Technology like organisational software helps to reduce the countless hours spent in manual administrations.

Personalisation

With flexibility becoming a norm Employees will expect personalised Compensation and Benefits that are in keeping to their life stage and personal needs.

Health & Wellness

• Most employees consider their health & wellness to be their individual responsibility hence they expect organisations to provide facilities like –
  • Medical insurance
  • Sick Leaves
  • Occasional off – site activities
  • These perks are more applicable in large scale organisations

General Perspective

• Compensation and benefits are mostly lopsided
• There is no industry based or standardised way to adhere to this crucial area
• End of the day employees are not interested in these details
• Employees are worried only about their –
  • Take home salary
  • Tax ambit to be accounted and planned for
• Standardisation would help arrest attrition on many counts
• Industry churning of employees will come down drastically
• Incentives and commissions play a pivotal role when it comes to finalizing compensation by mid-level and small companies
• Compensation and benefits are based on the type of role & the Company size –
• Typically contractual roles are paid peanuts
• Large scale companies try to push for these as the cost impact is lesser
• There is a proper benchmarking put in place in large scale companies
• In smaller companies there is hardly any benchmarking
• If a resource is critical to the business the Employer offers a high salary to such Employees
• Businesses keep increasing the salary but at the cost of others who may be equally important
• Grab the best offer so wait till the next offer to decide which one is the best one for you
• Lack of standardisation has led to lack of long term commitment & / faith in values such as
  • Allegiance
  • Loyalty
  • Gratitude
• All the arithmetic details of the Compensation & Benefits fail to strike a chord

Well the above pointers have covered the interesting conversation and we’re sure you’d have received interesting insights that you might not have considered. If yes, then we’re sure you’d want to know more about Relevant Professional Certifications in HR for a Career in I.T. Organisations. If you’ve found these discussions worth your while then here’s what you can do to be a part of these discussions in two simple steps namely,

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events such as Talent Acquisition Summit
2. a) Leave your views or requests to join these groups in our comments section below

OR

3. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

Creating awareness in Employees about Referral Programs in the organisation is a task that is given little importance by Talent Acquisitionists. Therefore most Employees aren’t aware of the company’s referral programms. If creating awareness about these programs within your organisation’s Employees is difficult and are looking for ways or methods to build awareness then you’ve come to the right place.

We @SourcingAdda conduct various WhatsApp discussions and it just so happens that we covered the topic, “How to Create Awareness in Employees about Referral Programs in the organisation?” based on the suggestion of our Hyderabad group member Madhuri. And here’s what we discussed but before we disclose the insights shared note that we’ll be highlighting the key take away pointers right after. So let’s begin…

Well this brings an end to a very informative discussion with lots of insights to review. In order to retain what you’ve learnt we are highlighting the key take away pointers below:

What is an Employee Referral Program?

• ER is a channel which can help in gathering profiles that are not on Job Portals or Social Media

Methods or Techniques used to create awareness

• Display a presentation on the Referral Policy
• For new Joiners the referral policy can be included in the induction program
• In short talk about the success pointers of the referral program at the induction session
• Conduct Road shows on referral policy once in 3 months
• Offered candidates can be informed personally
• Have regular mailers posted to all the employees at the organisation
• Have a dedicated Employee Referral Team that can assist in case of any queries or confusion
• Have referral leagues for few months with lucrative gifts in the form of rewards apart from the referral bonus amount during that period.
• List out the top referrals name on common company forums or Corporate Social groups if any
• Send mailers to all to motivate others enough to refer their peers
• Have the Internal Recruitment team flash requirements addressing all the employees to refer weekly
• Send weekly mailers to all the employees containing information about the vacant positions with the referral amount details.
• If there are niche requirements then spread special referral e-mails with additions in the referral amount and highlight it within the e-mail.
• Display boards for open positions that changes every week
• E-mail campaigns can be conducted to all or to specific groups you want to hire
• Have standees on the floor, in the cafeteria or reception area
• If you have a Television in the cafeteria or reception area then publish the job postings
• Ask employees to post jobs on their social media channels
• Conduct quick town halls where the company leaders can go to each ODC to talk about ER and the current vacant positions.
• Conduct small contests among the employees of that particular ODC to get the referral immediately and on the spot.
• Every week publish open positions to all employees to encourage them to refer more
• Make sure you have no bars on vanilla or niche skills unless required
• Based on the designation the referral bonus can be paid out
• Have a referral program of diversity for senior positions
• Conduct campaigns specific to certain positions where the rewards are significant
• Goodies along with the referral money starting from Fossil watches, vacation vouchers, iPhones to Royal Enfield based on certain criteria.
• Go all out to promote ER via mailers, standees, desktop screensavers, floor walks, banners etc.
• Create a Gamified ER process with the help of products like Ripple hire, ZAO etc.
• Offer experiences like Dinner in star hotels, Spa Gift Vouchers etc.
• Organise ER floor walks and on the candidate’s day of joining, give goodies to the employee
• Meet the new hires to share the open positions & ask for referrals on day one and give on the spot awards.
• Conduct specific ER drives or increase the referral bonus for niche requirements
• Clear the channel conflicts and give clarity to the employee about the ER Programs
• Have a double referral bonus for super niche skills where you may expect quick closures.

How the referral process should be done and why?

• The referral program should be automated to avoid conflict among 2 referees
• Get the core issues addressed to avoid referral program promotion campaigns
• A Referral policy should be applicable to candidates from the day they are offered
• Familiarise the offered candidate with the referral policies so that they can refer even before they join and let them know that they’ll still be entitled to the benefits.
• Monitory benefits will motivate candidates to refer the right Talent

Employee perspective

• Treat employees well and they’ll keep an eye on open positions on their own to refer
• To boost the referral program you first need to focus on your Employee’s experiences hence be sure to –
  • Treat them well and right
  • Value them
  • Appreciate them
  • Reciprocate Learning
• Know that when an employee feels good working with an employer –
  • No vouchers
  • Referral schemes with money will work
• Benefits should be given based on the criteria listed out below –
  • Post completion of a certain period of time for instance 90 days from the Date Of Joining of that referral
  • Provided the person who has referred also joins
  • Only when the referee has spent 3 months in the organisation
  • Make sure there isn’t any case of –
    • Infant attrition
    • Offer decline
    • No show
  • If mentioning details in the offer letter then do the following –
    • Keep track of all the referrals and the referee
    • Get the Full Name
    • Mention the source as “candidate name” (offered candidate, DOJ)
    • Employee ID of the person –
      • Who referred
      • To verify if the referee is not existent in the Company
      • Check in the organisation’s database to help the back office team map the Employee towards the ER bonus amount.
      • Have standard candidate forms to be filled –
        • In the case of a walk in then have a section in the form –
          • To enter the details of the source
          • If it is an Employee reference then the –
            • Full Name
            • Employee ID of the candidate are to be filled in
          • It is a unique identification which can be implemented in small organizations and in large MNCs.

Reasons to refer

The important reasons for which an employee refers a friend are as under –

• Money
• Pride
• Satisfied with the –
  • Job Profile
  • Work Environment
  • Organisational Culture
  • Colleagues / People they interact with

Reasons to avoid referrals

• Most employees don’t take referrals seriously thus they hardly refer candidates
• It is essential to have more sessions, PPT etc. to motivate employees and to share the benefits to get more referrals.
• Know that people would never refer unless they are sure that their referral is being considered seriously hence be sure to communicate that.

Recruiters Perspective

• Realise that any type of Employee Engagement will have glitches and you will feel burdened when Employees speak to you.
• After reaching at a level, some HR’s think maintaining documentation isn’t their work so they avoid the task which is the incorrect approach.
• As Recruiters you need to realise that keeping documentation brings the change in an organisation which is not at all true.
• Having a proper Employee Engagement program is the key

What to do Post Referrals?

• Once employees start referring candidates be sure to send the updates about their referral regularly.
• Special recognition can be given to the employee who referred the most
• A Certificate and voucher can be given to the most referred employee but once in three months
• Give gifts or accessories like printed T – Shirts, Coffee Cups, Gift – Vouchers that are based on the number of references the person has given to the organisation which can be irrespective of selection.
• Gift customised gifts or accessories with branding such as printed T – Shirts, Coffee Cups, Bags, Pens, Bottles, Caps etc.
• The quickest response that you get wins a Gift hamper or Coupons
• All the referees can be given gifts such as chocolates
• Make sure your team ensures that it address all the referrals within 48 hours
• Have quarterly award functions wherein you can celebrate ER, acknowledge and give awards to the highest referred or highest number of joiners through referrals

Role of Employee Referrals and feedback

• As Recruiters one should have a 40% closure from ER
• The backbone to any ER function is feedback to already referred candidates

Need for Timely Referral Updates

• Keep Employees / Referees updated about the status of their referrals as –
  • It lets them know that you have proceeded with the profile that they’ve shared
  • It is a motivating factor that gets them to refer more

Need for Timely Feedback of Referrals

• Give Employees / Referees feedback about their referrals therefore –
  • Respective recruiters need to reach out to all the referrals and provide feedback on their candidature.
  • Recruiters need to communicate the feedback to the Employees who have given a reference.

The Scenario

• Timely feedback helps build faith in the system but also ensures that the referrers keep pushing their referrals to get interviewed or join.
• One can try many programs but if there isn’t any proper feedback mechanism in place it will generate lesser ROI than expected.
• Referral Bonus is an important criterion for any referral activity but the feeling of helping a referral overrides it always.
• Ensure there is some value creation added to the –
  • RE Process
  • Organisation
  • Referee
  • New Entrant
• It is essential to draw up a policy framework; so ensure that it is done
• RP does not eliminate the other ways of recruitment but helps to keep the core strengthened
• By no means is the RP going to replace other forms of hiring rather it is a reinforcement value system.
• Employees key focus is always on the Job they are hired to do
• If employees start viewing this as an additional source of earning; it would create a conflict of interest.

Effectiveness of ER

• A Gamified version of the referral system has worked wonders for ER
• Simply increasing the referral amounts doesn’t always help

Well you’ll be delighted to learn that we’ve covered all the aspects that were needed which will certainly help us in improving the present Referral system implemented. If you’ve found these insights helpful then you’ll also find Modern Recruiting Techniques used and its Challenges quite informative.

We’re sure you’d like to be more involved therefore here’s what you can do in 2 simple steps namely,

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events such as the Talent Acquisition Summit
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

In Today’s hyper – connected and competitive Talent Market it is essential for Talent Acquisitionists to stay updated with the Unique HR Practices Followed by Organisations to retain Talent. So how does one remain updated about the current HR practices? To which the answer is simple; by joining Recruitment groups like the Sourcing ADDA WhatsApp groups.

We @SourcingAdda provide a platform such as WhatsApp for Talent Acquisitionists to interact, add to their learning and stay updated with the latest trends in the Recruitment Sphere. We conduct group discussions every Wednesday the topic was suggested by one of the Pune group members Sapana. Where we discussed the, “Best Unique HR Practices Followed by Organisations” where members from different companies shared their organisations practices.  To help you stay updated we’ll be disclosing the chat below and right after highlighting the key take away pointers for your review. Therefore let’s begin…

Well this brings us to an end of another discussion and we’re sure you’ve added to you learning. Therefore let’s get down to the key take away pointers which are what you too are interested to review, so let’s start…

Best HR Practices

Employee Engagement

• Conduct employee engaging activities like Secret Friend for Friendship Day or similarly Secret Santa for Christmas but within the organisation.
• A creative image of new joiners and employees completing 3+ years can be displayed at the front desk and posted on Social Media.
• Conduct open house sessions once in every quarter to understand the problems, concerns of employees & sort out immediately.
• Celebrate important years of the Employees such as
  • Birthday’s, Work & Marriage Anniversaries in the office
    • Give them a Greeting Card
    • Cake cutting
    • Distribute meal coupons
    • Give them Gift Vouchers or Cards
  • Have awards such as “Employee of the Month” with trophy & a cheque of Rs.10,000.
  • Have and introduce retirement schemes like Group –
    • Superannuation
    • Gratuity
    • Leave Encashment
  • Have schemes that can help Employee’s wellness

Employee Approach

• Implement approaches like –
• No Micromanagement so long as the Employees after giving them clear cut instructions such as –
  • They need to take complete ownership of the tasks allotted
  • Finish the tasks in their time but as per scheduled
  • In an ethical manner
  • Have Flexible Timings wherein you can –
• Have a 12 hour window within which they can come and work for a 9 hour period which is applicable provided
  • Employees are free to set their own work timings
  • The work gets done
  • It doesn’t affect co-ordination amongst teams
• Avoid Dress Code policies –
  • As you should judge people on the basis of the –
  • Work they do
  • How the work is done
  • The values they bring to the stake holders of the company i.e. the other Employees and Clients
  • Use better judgement when choosing attires as this is still a professional environment
  • Use good judgement when there are any meetings either Internal or with External entities like clients or vendors.

Employee Referral Programs

• Referral bonus is to be given to the offer accepted candidates based on the criteria being that both the candidates join and work for minimum 3 months.

Now that we’ve even highlighted the points for you to review you might be interested in knowing how to safe guard current & future business prospects as Consultants? And having said that you would probably want to know how you can be an active participant so here’s how in 2 simple steps, namely –

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events such as the Talent Acquisition Summit
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

The emergence of Artificial Intelligence (AI) and the focus on automation of mundane tasks has got Talent Acquisitionist worried about their future. The current scenario has made Recruitment Consultants want to safeguard their current and future business prospects and they are entitled to do so.

Considering this latest development in the Industry one of our Bangalore Group members Sheetal suggested having a discussion on, “As consultants what are the domains/ industries /verticals and skills one should focus on to safeguard their current and future business prospects?” The discussion will be disclosed shortly but thereafter we’ll be highlighting the key take away pointers for your reference. So let’s begin…

There you have it, the discussion for your reference as well. So if you’re wondering how to safe guard you’re current and future business prospects then you’ve got solutions. And if you’d like to retain what you’ve learnt then let’s review the key take away pointers for your reference. So here’s what we’ve found out…

Skills to Acquire or Sharpen

• Since a major part of the work involves interacting with people it is a given that your interpersonal skills need to be good.
• Sharpen your Sourcing, Candidate and Client Management Skills
• Learn to identify the Right Candidate for the mandate
• Think from the client’s perspective when interacting with potential candidates and vice versa to know exactly what their expectations are.
• When interacting with the candidate you need to set the right expectations of the role and company which is crucial.
• Pay attention to the type of hiring you are doing i.e. product or services as the criteria for selection can differ.
• Know that if a vacancy is a Manufacturing one then these companies don’t like to recruit from service industries especially Software / BPO back ground.
• Understand the business, skill and approach required to solve client issues
• Learn how to identify people internally with the right set of attitude and skill
• Compare your candidates with them and build a talent pool.
• By focussing on all of the above aspects it will ensure you capture the right culture fit for the organisation.
• Consultants can focus on developing skills sets like
  • Data Analytics
  • Energy Management
  • Health and safety
  • Biotechnology
  • Waste management
  • Service industries like
    • Facilities Management
    • BFSI
  • It is important to have a good database of candidates that cater to all types of industries
  • Mapping the sector which a consultant is catering to, will help gain an edge over their competitors.
  • Improve or Acquire –
    • Sales, marketing, negotiation & Networking skills
    • Sourcing skills
    • Relationship building skills and go about it in a creative manner

Accept certain facts

• Learning has to be continues
• Verticals and Industry or domain are variable factors it’s the interpersonal skill level of the Recruiters which helps them grow.
• Know that there are two types of customers your dealing with one is external customers and the other is internal customers (stake holders).
• Most companies focus shifts away from external consultants due to the lack in response and the quality of CVs received.

Get a good understanding of the requirements

• Understanding the Requirement and the candidate is more important than focusing on skills / industry.
• Have discussions with the hiring manager / BU hiring manager to get the right focus and direction which is important to tap the right talents.
• Interviewing and assessing the candidates on the basis of the requests shared helps in generating a good ratio.
• Stay updated with the newer disruptive technologies
• Apart from the above mentioned aspects one also needs to have knowledge about
  • Which are the new projects bought in by an organisation
  • The new projects that are bought in by an organisation can be Clients wherein we need to help them improve their numbers.

Future of the Job Market

Here are a few vacancies that will be available in the future –

• Artificial Intelligence
• Data Science
• Machine learning
• Cloud and Virtualisation
• Mobility (Involves wearable technology, as well)
• Biotechnology and Drug Discovery & Development
• Nuclear Medicines
• Nanotechnology
• Renewable energy
• Unconventional energy harnessing
• Waste and e-waste management
• Semiconductor
• Electronics and Power Electronics

We hope the pointer’s above will help you retain what you’ve learnt and safe guard your current & future prospects as a Consultant Talent Acquisitionist or otherwise. If you’ve found this information useful then you would also like to learn about the Relevance of Recruiters asking Candidates about their CTC in the selection process. If you’re interested in becoming an active learner rather than a passive one then here’s what you can do in two simple steps right now…

1. Follow us @SourcingAdda to gain real time updates to our upcoming events and activities
2. a) Leave your views or requests to join in our whatsApp. Groups in our comments section

OR

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