SYED RAZA HEAD RECRUITMENTS, FISERV INDIA The crucial move Syed Raza (Head Recruitments, Fiserv India) on why acquiring the right talent on time is a necessity Issue Date - 01/03/2013 |
 Innovation balances the dynamic nature of the recruitment industry. Although we have improved on certain fronts, there are constraints that coexist and limit this critical function to attain its totality. We still have milestones that are yet to be reached.Our irrepressible desire to stay connected and evolve with technological developments has made us highly accessible through social networking sites and portals. The goal is to create engaged communities who spread the word. What is required is a two-way communication that interests, informs and entertains the reader. Social networking has made it easier for recruiters to find the right contender for their open positions as compared to the earlier times. Over the years, the recruitment industry has witnessed a change in hiring trends and assessment techniques. Now, the focus is on ‘hire for attitude and train’, besides evaluating skills and knowledge. The evaluation process also focuses on diversity, joining time, competency-based salary grid, flexibility to time, location and type of work. Organisations have successfully resorted to competency-based hiring and interviewing structure that involves psychometric tests, role-play and simulations. Lack of skilled resources combined with the ever-increasing competition among companies to acquire potential talent has forced organisations to shorten their selection time and process, so as to expedite hiring and fulfil business needs. HR department challenges include fast-paced hiring and urgency to fulfil the open positions resulting in ‘hire for skill and fire for performance or attitude’. Applicants who are in transit from one organisation to another sell themselves to grab an offer with a higher salary, irrespective of the commitment they have made. Continuous follow-up with candidates who have accepted the job offer till the time they join becomes imperative, as the market is open for them. Other than unskilled interviewers, companies’ preference for face-to-face interviews and a lot of personal preferences result in rejection of the right candidate, thus making the task of the hiring team more difficult. High attrition rate also becomes a challenge if demand for a particular skill is high. In such a situation, recruiter has to ensure that they hire the right fit in less time and cost, keeping the quality of hire in mind. Today, most organisations expect their employees to be flexible, competent, multitasking, initiators, self learners and readily skilled to perform the job. Hence, hiring today is very specific to the current needs of an organisation without considering the long-term effects. This is the biggest flaw related to hiring today. As a result, organisations have unsatisfied employees that undoubtedly result in resource drain. Therefore, the need of the hour is to design an organisational structure where the recruitment function works together with the career management department. |
Shishir Parasher
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