CONTEMPORARY ISSUES

In Recruitment and
Staffing
Topic 10

8–1
 Key Areas

• Recruitment and selection recap

• Trends shaping Recruitment and Selection
• Assignment discussion

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8–3
Recruitment and Selection Process

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Competency Based Recruitment &
Selection

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Competency – Based Recruitment &
Selection

8–6
Selection Process Elements

8–7
Questions : Standard Vs Competency-
Based

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Competency Based Interview

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Candidate Selection Pitfalls

8–10
Smart Candidate Selection ………….

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 Smart Candidate Selection ………….
• Dependable data: Having access to the right data can help you upgrade
any process. with AI tools that can sift through piles of data to sniff out the
most relevant pieces of information
• Efficient processes: The importance of a quick, smooth, and structured
selection process cannot be stressed enough. This helps you portray your
employer brand as agile and effective, where processes are carried out
without glitches and where the candidate’s time is valued. Greater
efficiency reduces waste since it has a direct impact on time to hire and
cost per hire. Structuring an efficient and engaging process for the
candidate becomes a lot easier if you pay attention to the data trends of
candidate engagement levels and keep track of the feedback they provide.
• Focus on candidate experience: How do you convert brand enthusiasts to
brand advocates who can help you drive your employer brand? The
experience you provide through the selection process is what could make
the difference between creating a brand advocate and a brand adversary.

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8–13
Pragmatic Recruitment Process

8–14
Recruitment and Selection
Trends……….

8–15
 The emergence of Employer Branding
• In a highly competitive talent market like today’s, a compelling
employer brand is key to attracting the best talents.
• Businesses with excellent employer brands receive 50% more
qualified applicants. Having a great brand image helps in reducing
hiring costs per candidate, as well.
• A company’s reputation and popularity as an employer mainly
comprise an employer brand. Another key element here is its
employee value proposition or EVP.
• An effective EVP integrates employee engagement with branding to
support an efficient candidate attraction and retention approach. In
the US, the top EVPs are an inspiring purpose, respect for people,
and team-oriented work.

8–16
Is employer branding important?
• Employer branding strategies are becoming more crucial to creating a
robust and attractive employer brand.
• In fact, over 75% of job seekers research employer brand and reputation
before they apply. Businesses plagued with a bad reputation find it hard
to attract new talents and to retain hired ones.
• The effect of an employer brand is real and compelling. A robust talent
brand helps in building a dynamic workforce and influences a brand’s
success. An employer brand dictates if strong candidates will join you or
your competitor.
• Employees actually never stop asking for more from their organizations
even after being hired. Aside from career growth opportunities, they
want to know that they’re working for a company they can be proud of.
It’s no wonder why employer branding will likely be a top recruitment
trend for the years to come.

8–17
Employer Branding is a Top Priority for
Businesses of All Sizes

8–18
 Employer branding ……
• A powerful employer brand is crucial to attracting and
retaining the best talents.
• Successfully building your own top-notch work teams rely on
having a robust employer brand.
• An employer brand must have a good EVP to seal the deal
for long-term retention.

8–19
 Companies increasingly rely on HR
automation
• Around 72% of employers predict that elements of their talent
acquisition will be automated within the next decade. Integrating HR
automation allows companies to cut up to 17% in hiring costs and 26%
HR staff hours.
• At the core of this trend are innovative recruitment automation
solutions. In fact, automation and other digital recruitment trends have
been around for a while. However, the new class of such HR automation
tools transcends those of earlier generations.
• Vendors now offer integrated HR recruitment platforms that include
HRIS, recruitment marketing tools, and the best applicant tracking
software.

8–20
How does automation help in recruitment?
• HR automation tools are increasingly used by recruiters in their tasks.
These integrated technology solutions help to find, attract, engage,
nurture, and convert candidates to become applicants. By automating the
hiring process, these tools help streamline recruitment, making it more
efficient and faster.
• An increasing number of firms are using AI in their recruitment processes
as well. A recent survey found that 50% of firms use AI to source and
screen candidates, in addition to using it to schedule them for interviews.
• Businesses that still disregard the advantages of recruitment automation
tools are likely to lose their candidates to tech-savvy competitors. On
average, HR managers lose 14 hours a week[7], manually completing tasks
that could be automated. That’s a considerable waste of time and
productivity.
• And to further ensure you’ll get ahead of your local competitors, go for the
best HR software.

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Copyright © 2002 South-Western. All rights reserved. 8–22
 Most Popular Applicant Tracking Software
• BambooHR is an applicant tracking and HR software that sees you
through the entire employee life cycle, from hiring, onboarding,
preparing compensation, and building work culture.
• SmartRecruiters is an enterprise-grade recruiting software built to attract
and hire great talents.
• Workday is a robust ERP system that provides HR, planning, and finance
solutions in a single platform. I
• Submittable is a simple and secure applicant management solution that
can easily review and select the best submissions.
• Greenhouse is a recruiting and applicant tracking software built for
structured hiring processes.

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 HR automation trends ……
• More businesses are automating their recruitment practices.
• Today’s HR automation solutions are integrated with other tools like
HRIS and ATS.
• Automating the hiring process helps simplify, streamline, and hasten
recruitment.

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Copyright © 2002 South-Western. All rights reserved. 8–25
HR automation in Maldives…..

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 Data-driven recruiting and HR
Analytics
• The use of data-driven metrics is one of today’s hottest recruiting trends.
These powerful tools are new types of recruiting strategies where HR
makes hiring plans and decisions based on data. Sources of these data
include other technology tools like ATS and recruitment marketing
platforms.
• HR analytics enables users to gain insights by which areas of their
recruitment strategies function well or otherwise. When recruiters can
easily identify areas for improvement, appropriate changes can be quickly
made.
How effective is people analytics-based recruitment?

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 How effective is people analytics-based
recruitment?

• Can this trend be just a case of using a popular tool without knowing its
actual use? In a recent survey, 71% of companies have been found to
prioritize people analytics[9]. However, only 9% understand how talent
management enhances their firms’ performance.
• The proper use of HR analytics has been proven to enhance a number of
key hiring metrics. These include quality-of-hire, cost-to-hire, and time-
to-hire.
• Businesses are turning to data-driven recruiting to drive their overall
talent lifecycle. Organizations use people analytics to help them
continuously enhance their recruitment strategy. These measures include
skills gap analysis, workforce planning, assessment, engagement, and
retention.
• HR analytics use can be further optimized when utilized with efficient
talent management software
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8–29
 People analytics trends ……….
• HR Analytics involves the use of data for recruitment planning and
decisions.
• Data-driven recruiting helps improve hiring practices.
• Only a few businesses understand how people analytics can improve
business performance

The extent of
people analytics-
based recruitment
in Maldives…

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 Organizations are hiring for soft skills
• The US is experiencing a widespread skills deficit, which is expected to
increase to a shortage of 29 million skills by 2030[10]. Most of these
missing skills will be soft skills. Thus, the ongoing recruiting trend for
soft skills across all industries.
• From today and the near future, around 66% of all new jobs will mainly
rely on soft skills. Some of such top soft skills are collaboration,
problem-solving, and communication.
• This is why recruiters are increasingly focusing on hiring for soft skills.
Many repetitive jobs will be automated soon. But those with the
essential soft skills are ensured that their positions won’t be replaced.
• How crucial is hiring for soft skills?

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 How crucial is hiring for soft skills?
• Around ten years from now, workplace demand for social skills will increase
in all industries[11]. In the U.S., such demand will grow by 26%; in Europe,
the growth will be by 22%.

• This demand for important soft skills didn’t emerge in a vacuum. It really is
part of the burgeoning skills shortage.

• In the early 2010s, an ordinary employee tends to lack 1.2 of the essential
skills[12] that employers require for a particular position. Today, that number
had risen to 18 essential job skills. This translates to 23 million skills
shortages.

• Recruiters had long been hiring for soft skills. What has changed is that
hiring for these skills now involves a set of converging factors in the
workplace. And these converging hiring trends are expected to hasten
further 8–32
 Soft skills hiring trends …..
• Recruiters today are hiring more for soft skills.
• The shortage of soft skills makes up most of today’s skills gap.
• Soft skills are essential to address the demands of the current
workplace.

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 Soft Skill Talent Assessment in
Maldives…
Which jobs require this most ……

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 Creation and maintenance of talent pools
• Using talent pools could be the missing recruitment strategy you’ve
been searching for. The truth is, dynamic organizations are turning to
their own talent pools to successfully hire the best talents today.
• In a highly competitive talent market, businesses must search from
every possible source to address their skills shortage. And the best
approach is through internal and external talent pools.
• The traditional recruitment approach had been the focus of external
hiring. But in today’s ballooning skills deficit, businesses simply have
no choice but to search broadly outside and within their workplaces.
• Offering your own staff current vacancies helps to further increase
their company loyalty. Just make sure it’s a promotion. Simply making
horizontal or vertical transfers without any corresponding increase
won’t do much good.
• What are the benefits of talent pools?

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 What are the benefits of talent pools?

• Although talent pools are becoming popular nowadays, recruiters have

been using them for a long time. However, it’s only recently that
businesses understand how to properly use them to their advantage.
• As today’s labor market experiences skills deficit, talent pools offer
companies an effective way to address their labor needs. With
competitors constantly providing irresistible offers, businesses simply
can’t afford to lose any current talent.
• Building and nurturing a warm talent pool of external and internal
candidates is the best way to retain talent. Companies increasingly build
talent pools:
• to help cut recruitment costs,
• to shorten the time-to-hire and entire hiring cycle,
• to identify quality candidates for future needs.

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 The Biggest Challenges in Talent
Acquisition in 2019
From the 2019 Global Human Capital Trends Report

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 Talent pools trends ……
• Talent pools offer an effective approach to hire and retain quality
talents.
• Internal hiring is effective if it results in some career advancement for
the employee.
• Other benefits of talent pools include shorter time-to-hire and hiring
cost savings.

Talent pools trends in Maldives?

What are the key skilled areas in
shortage

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 Talent pool…..in Maldives?
What are the key skilled areas in shortage

Maldives welcomes first butler

training academy

8–39
 AI-powered head-hunting advances
• Artificial intelligence has penetrated the HR hiring environment, and
the initial outcomes are promising. Recruitment vendors and HR
managers agree that AI technology is never meant to replace recruiters.
It’s designed to vastly improve their roles.
• Unlike people, AI doesn’t have any biases when screening and selecting
new hires. But having such a highly objective recruitment process does
take time to achieve. It depends on the most part on robust machine
learning programming to minimize biases and to allow better
candidate-job matching.
• HR software vendors are also increasing their use of AI for candidate
evaluation purposes. This entails the use of candidate data, NLP, and
pattern recognition for gaining valuable insights into candidates
• How valuable is AI in HR processes?

8–40
 How valuable is AI in HR processes?
• The entry of AI into the recruitment space involves two major purposes.
These are to leverage automation by removing manual tasks and improve
the candidate experience. The single biggest trend shaping recruitment in
2020 will be the use of artificial intelligence (AI) to the source, assess, and
screen employees.

• The use of conversational chatbots is becoming a popular AI deployment

in recruitment. These chatbots can now effectively engage candidates at
the various contact points during the hiring journey.

• At present, HR chatbots can do the rigorous task of pre-screening

candidates with ease. They can monitor employee issues using real-time
analytics and use sentiment analysis to solve these issues. They’re also
becoming a staple in onboarding activities and employee online learning
programs.
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8–42
AI-powered hiring trends……

• AI technology is now becoming essential to the entire recruitment

journey.
• The keys to increased AI deployment are access to big data, pattern
recognition, and natural language processing.
• The use of AI in hiring continues to increase, such as in pre-screening,
new hire monitoring, and on-boarding programs.

Hiring Process in Maldives…..

8–43
 Reliance on social recruiting grows
• One of the most popular recruitment trends today is social recruiting.
This HR strategy pertains to the various ways of using social networks for
finding, attracting, and hiring talents.
• Aside from the extensive and easy access, social media-based recruiting
offers the opportunity for one-on-one engagement. This approach makes
candidates feel they’re valued and cared for.
• With increased mobile usage and on-the-go interactions, recruiters will
increasingly capture users' attention on platforms like Facebook or
Twitter.
• With the vast advantages it offers, social recruiting has become one of
the top 2019 recruitment trends. And looking at today’s social media
statistics, this trend is likely to continue in the years to come.
• That's why in 2020, we will witness more use of recruiting hashtags and
eye-catching content, including videos, as part of recruitment marketing.
We will also see more organizations encourage employees to share their
winning content to lure in new employees and build up their recruiting
clout.
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Is social recruiting effective?
• The social platforms’ hiring efficiency is unquestionable. 84% of
businesses[17] are now using social media to hire new talents. From the
remaining non-users, 9% are already planning to use these channels.
• It’s simply clear that if you don’t use these channels, you’re allowing your
competitors to out-recruit you. But social recruiting doesn’t only involve
posting job vacancies on your company’s social account. You can do so
much more with these channels.
• You can use your free or premium Facebook or LinkedIn[18] accounts to
search for promising candidates. Once you’ve reached them, you can
easily engage them towards building a relationship with your brand. Later,
you can invite them to apply for your job vacancies.
• By the way, essential to successful social recruiting is having a reliable
social media management software.

8–45
 Social recruiting trends ……
• Social media-based recruitment is among today’s most powerful hiring
strategies.
• Almost all businesses are now using social recruiting.
• You can use social networks to proactively search for potential candidates.

8–46
Recruiters are embracing the new hiring CRM
• Another type of CRM is making it big in the business scene. This time, it
involves the HR recruitment space, and it’s called candidate
relationship management. This CRM is becoming one of this year’s top
recruitment trends.
• This new recruitment strategy was specifically created to solve one of
today’s most serious problems in HR–talent attraction. CRM is a
strategic approach since 90% of HR professionals say today’s talent
acquisition trends are mostly candidate-driven.
• Candidate relationship management had been found to be effective
when applied to three levels. These are with existing candidates, with
previous candidates, and with potential candidates.

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 What is this new HR-based CRM?
• Recruitment marketing methods are increasingly used nowadays through
recruitment marketing tools. These robust tools allow HR practitioners to
easily implement CRM strategies in a candidate-centric approach.
• As a result, this strategy significantly streamlines and automates the hiring
process. Treating candidates as valuable “internal customers” elevates
every hiring aspect to new heights. Thus, recruitment quality and
outcomes become much improved.
• Using this new CRM as a recruitment tool offers various hiring solutions.
For one, it can be used for making engaging email campaigns. These can
effectively provide interesting and relevant content to potential
candidates.
• CRM helps a lot in building stronger relationships with qualified
candidates. It facilitates the expansion of HR talent pools as well.

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https://financesonline.com/recruitm
ent-trends/ 8–49
Candidate relationship management trends….

• CRM functions as a solution to the growing problem of attracting

talents.
• Recruitment marketing tools help HR practitioners to implement
CRM easily in a personalized manner.
• CRM can be used for making engaging email campaigns to better
attract potential candidates

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Candidate experience now a key recruitment
factor
• Candidate experience pertains to the total perception of a candidate
about an organization’s recruitment process. This key candidate
element is now increasingly being used by companies in their
recruitment practice.
• This new factor helps in improving the hiring process, as well.
Candidate experience combines several aspects. These include
candidate attitude, behavior, and feeling during the hiring process.
• A recruitment experience motivates 97% of candidates to refer other
candidates. Over 50% of candidates would even share their positive
experiences via social media. A poor hiring experience will result in
adverse outcomes for the company.

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 How powerful is candidate experience?
• The majority of business owners report that candidate experience can
impact buyer purchasing decisions. A negative hiring experience[20]
would compel over half of candidates not to purchase a company’s
products or services.
• Cases on the adverse effects of a bad candidate experience are many. A
notable one is that of Virgin Media, which measured that poor candidate
experience costs them as much as $5.4 million a year.

• The three key elements of building an awesome candidate experience

are:
• Segmenting candidates types and selecting which hiring journey
addresses to specific expectations.
• Adjusting your candidate experience approach to align with your
corporate goals, culture, and values.
• Building a consumer-centric candidate experience and assessing the
efficiency of your methods.
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Copyright © 2002 South-Western. All rights reserved. 8–53
Candidate experience trends highlights

• Candidate experience is increasingly used as an important hiring

element and metric.
• Positive candidate experience results in good things for a company’s
branding and bottom line.
• A candidate experience process should be similar to marketing to
potential customers

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Job fairs…candidate experience in Maldives…

8–55
 The rise of the proactive recruiter
• Yesterday’s recruiters’ role is different today and tomorrow. Armed
with efficient technological tools and know-how, they’re more
empowered to better engage with candidates and colleagues.
• By shifting from reactive hiring methods, they’re now proactively
sourcing from outside and internal talent pools.
• These accessible, easy-to-use HR technologies are key to
streamlining and accelerating the hiring workflow. Such innovative
tools enable hiring managers and recruiters to have closer
relationships as well. The resulting transparent, simple workflow
helps to eradicate constraints to excellent talent pool management
and internal candidate mobility.

8–56
Talent acquisition competition intensifies
• With their enhanced capabilities, today’s strategic recruiters
must thrive in a highly competitive talent market. And it’s
becoming a totally distinctive environment of business
enterprises.
• In today’s talent market, 90% of the S&P 100 firms are hiring
for 37 similar, in-demand jobs. And those 37 sought-after
jobs comprise around half of the job postings of S&P 100
firms.
• Strategic recruiters search outside and inside their
companies to fill vacancies. They know that untapped talents
abound internally. They’re proactively developing internal
mobility and career paths, too.

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8–58
8–59
Proactive recruiter trends ……

• The role of today’s and tomorrow’s recruiters are changing fast.

• Recruiters are now actively looking for talent within and outside their
companies.
• They’re dynamically facilitating career development and internal
mobility as well.

Most sough-sort-out jobs in Maldives for 2021/2022 ?

8–60
What do these recruitment trends mean
…..

8–61
 What do these recruitment trends mean …..
• These trends offer a wealth of applications for candidates and
businesses. As companies search for talents, knowing effective strategies
gives them a considerable edge over competitors.
• These hiring trends show how technology has assumed a critical role in
the recruitment process. These essential tools enhance the capabilities
of HR professionals. Technology is meant to support, not to replace
human recruiters.
• No matter what hiring strategy or technology is trending, the ultimate
objective remains the same.
Businesses must attract the right talent in a way that enhances the
candidate experience.
• It’s crucial to note that technological support occurs at every stage of the
hiring journey. These sophisticated HR tools will continue to advance in
the years to come.

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• https://www.cnbc.com/2020/07/20/jobs-growing-in-high-demand-
over-next-5-years-some-pay-more-than-80000-in-salary.html

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 Recruitment and Selection today!
• Amidst changes in the HR space, technology has given birth to a new
breed of recruiters.
• These technology-empowered headhunters are pro-active, savvy,
and highly strategic in hunting down the right talent for the job.
• Recruiters are increasingly using social media posts, web-based job
boards, and online job portals nowadays. However, some traditional
methods continue to be effective until today, such as referrals and
job fairs.

we’re now in an age where AI, augmented reality, and

machine learning rule. Actually, finding the right balance
between digital and traditional channels is key to recruitment
success.

8–64
 With reference to the emerging trends in
recruitment and selection ….which areas in
the recruitment and selection requires careful
consideration and revision? And why are these
changes needed?

8–65