Ankur Tandon is a marketeer by Skill, Passion & Profession. Leads the team on content marketing & works like a lead catalyst in Marketing function. #GrowthHacking

CareerBuilder India talks to Madam Ester Martinez (Co-Founder & Magazine Editor-People Matters) in #CB HR talk. Madam Ester talks about hiring trends, role of technology in HR world, and HR system in India on broader terms and a lot more.

What are the major talent hiring trends that you have noticed presently?

The trends that we really see in that there is an emerging requirement for the recruitment community to really align to the business needs and that’s obviously been the case since beginning, but I think the urge is really to look at recruitment as supply chain. And the role of technology will play in enabling the recruiter to be able to fulfill the business requirement. So, I think, we look at social as very important trend, we look at enabling mobile for reaching out to candidates or engaging with candidates. Analytics again will play a very important role, and how analytics and talent management is bringing back to recruitment to identify the success profile and increase the oaths of success while we are hiring. And I think, we have also seen this in Cloud. I think cloud is also playing a very very important role to enable the HR buyer to have the independence to choose which product he or she wants to work with while having the requirement of getting the technology department so integrated, because it doesn’t really require a lot of integration as a cloud product. So, SMAC, which we call as Social Mobile Analytic Cloud has been one of the most exciting trends that we are seeing specifically in recruitment and also in HR functions.

How is technology important for talent hiring process?

The technology is a very important component of the overall strategy for the recruitment community. Now, we have seen niche products which are really doing very very specific in supporting the recruiter in one part of the process, whether you know referrals or employer branding or you know the applicant tracking system. I think the future is to look at one platform, which is the base platform but I still feel a lot of small products which are more niche, they still have a big market for that, but they should be scalable, they should be able to integrate with the common platform but we have seen a lot of people, a lot of entrepreneurs looking at the recruitment space as an opportunity to be in technology.

What are your thoughts on the social media hiring?

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I think from social, there is lot of talk but not so much is happening. If we look, then there are very few companies, which are actually leveraging social for hiring in a very scalable manner. So, there are some pockets of activity, but I don’t think there are many organizations in India, where social is still main stream because today social is not only using a social platforms, it is also about enabling and really creating engagement. I might be using a social platform to create a sourcing pool, but social is much more than that. Social is about creating engagement, creating communities, creating likeminded talent coming together and that’s the futuristic talent pool. But I think there is still a long way to go for companies to leverage social.

From candidate’s perspective, there is a huge opportunity, I think for the first time it doesn’t really matter where you’d studied, it doesn’t really matter that what is your background, you have an opportunity to go on and showcase your expertise. And that’s what social really gives you as a candidate, so you have an opportunity to be a part of those communities and share knowledge.

How does technology help in talent recruiting?

Technology can enable scouting especially when you are looking at hiring which is very niche. Today, the talent pool is a global talent pool, so you don’t know where those candidates are. Today, you are not just looking at your city for hiring; you are really looking for that skill. So, whether that skill is in your city, or in another city or in another country, or probably that skill may not be available as a full time skill but as a freelancing skill. So, the recruiter is very open, eventually the business needs to carry on and I need that particular skill, so technology enables me. It would have been impossible for me to know that, that skill is available in pockets in some particular country, say East Europe for that matter, so technology enables you to scout for the people who are doing particular type of work, and it enables you to connect with them and weathered through.

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Do you think mobile is the next big recruiting tool?

No, it’s obvious. I think, it’s there on our face, we kind of probably delay in the action, but I think it’s the organizations, who look at mobile first and not mobile as a subset of what they do will be really the winners in this race. I think many organizations are looking up platforms and mobile is a component of it. I think, it is the other way round. I think you first start with mobile, then you see what all do you need. And I am not saying that I see as much as I want to see, to me, it is obvious. All of us are available on our mobiles, and other than that you would see browsing on mobiles rather than desktops.

Where do you think India stands?

India, especially in the HR space is a very evolved market, it’s a late entrant when it comes to technology, but it is also a great opportunity because there is no legacies. So many organizations in India do not really have really strong HR technology backbone. But, it is also a great opportunity, because you can actually consume products, which are much more advanced, because again there are not much legacies and you don’t have integration issues, so it’s kind of lead forging opportunity. I think the market is ready and we are seeing it boost in terms of the number of products, the companies which are coming to India, the level of excitement on service providers, in the readiness from the buyer’s perspective to start having a conversation over HR transformation in about using technology for transforming the way at which we look at HR.

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Today do employees/candidates have more power than the employers?

From the employer’s perspective, I think the gap is to really understand that today’s age is the candidate’s age. Lowing are the days, when you feel you are the employer and you have all the powers. Today, the power is with candidates, so, how is your hiring experience, how do you look at unified brand across the recruitment process, whether the person gets hired or not. I think there is a huge gap in understanding that you are the employer, the candidate is the King or Queen, not you.

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