Talent Acquisition - The Changing Landscape

Weekend Ruminations 

By and large, a candidate's caliber or his competence is decided by the HR professionals from the 2-page resume he submits for the interview. Take it from me, it is a wrong practice, a resume is just a chronological order of a candidate's development over the years both personally and professionally. A resume is a document he carries to show that he's willing and is open to resume his work in a new setup. It could even be a new setup to come back for many who'd lost their jobs due to several reasons. 


New Age Practices 

Well educated, well-trained HR practitioners with several years of experience know this fact. A very few of them do not look into those 2 papers which can only give a pattern and not a clear view about a candidate's caliber or competence. Anyone working for corporate does not get an opportunity to apply all that they know and it is a known blatant truth. In order to identify the right candidate for a job, a candidate's skills and competencies are to be assessed beyond the papers. There are several platforms and ways and means the candidates exhibit their skills and which is the exhibition of their interest, continuously learn and competing to stay ahead of the curve. Gone, are the days where to hone skills candidates had to seek an internship or work in small companies before they go for large organizations. Today, the landscape is changing, there are several ways and means to apply what a candidate has learned. It is imperative that the HR professionals and the hiring managers look at candidates' work beyond their industry experience to make the right decision only to ensure they don't miss out on high performing stars. 

Beyond the Resume 

If you look beyond the resume there are several platforms where a potential candidate would have demonstrated his skills and competencies which forms the important part in the selection decision. For Instance, a candidate's quality of the coding can be discerned from his work on Github or Hackerrank. A designer's innovation, context, and creativity will be visible from his existing portfolio on Dribbble. HR professionals, verbal skills networking skills, negotiation, eloquence, and leadership becomes visible from his blogs, social media presence, and his network. 

Platforms 

Below are a few of the platforms that form the basis for hiring decisions in 2019 and 2020. 

Github, hacker-rank, Presentations, Youtube Channels. Facebook, Linked In and Blogs

 

 AI to Assess Candidates

Unilever has claimed it is saving hundreds of thousands of pounds a year by replacing human recruiters with artificial intelligence systems, It has introduced AI-based hiring from 2019 where the datasets of high performing individuals over the period of 25 years are studied and are used as inputs for Machine Learning. This, as the company says helps them a lot in mapping those skills against the new applicants and make the right decision.It is helping them to save 100,000 hours of interviewing time and roughly $1m in recruitment costs each year for us globally. Although, this may be applicable to large organizations that have more datasets like Amazon, TCS, WIPRO, and Infosys the other companies are also following suit and it will have to be embraced with both the hands as a new norm. 

Conclusively, be ready, to embrace more disruption on the Recruitment industry as AI is bound to take over a large portion of the recruitment process.   The only area where HR could contribute is to ensure fairness in the process, yes to play the role of a custodian of processes and systems. 

Skill-based hiring doesn't need a 2 Page resume. As I'm adopting new hiring methods I've discontinued the habit of reviewing the resume and framing questions from the resumes. Have you?  

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