Former XEROX Chairperson and CEO, Ms. Anne Mulcahy, once said,

We’re living in a different world now in terms of employee needs, and companies have to offer alternative methods for getting the work done. Even under the most difficult circumstances you can have creative flexibility.

Nowadays, talent acquisition and recruitment are fast becoming a form of art rather than a rigid, mechanical process. Employers are now the ones who are actively seeking new ways to attract and maximize applicant and employee experiences — a far cry from their traditional stance of making applicants impress and work their way to the ranks of their employees.

The future and trends of talent acquisition are geared toward the procurement of the best talents available and the retention of said prospects. The battlefield has also shifted from the manual, traditional paper résumé and interviews to the digital hiring model of acquiring applicants. Many recruiters have come to realize that they could know more about prospects by screening their digital profiles than reading a traditional résumé. Jon Bischke, the CEO of Entelo, noted that before,

A résumé was a piece of paper. Now, it’s a collection of all [candidate] data that can be found online, like participation in online communities, conferences and meet-ups. Recruiters can assess whether a person will fit, and learn if he or she has the right skills for a job.

Even the traditional phone interviews are being replaced by video interviews to streamline the hiring process. Social professional networks like LinkedIn have been, and will further be, fully utilized to easily and quickly find the perfect people for the jobs.

Another trend that will definitely be adopted by HR departments will be a shift in the performance metrics of the recruitment teams. From the thrust on the quantity of people screened and hired, a shift in the focus of companies towards quality of applicants is expected to be seen. The quality of hire will become the most important measure of performance. It is also expected that measures will be adopted in order to retain these quality employees by hiring companies. Benefits, trainings, and other perks are therefore anticipated to be adopted by Philippine companies so as to enable them to keep their institutions strong through superior workforces.

Employer branding is also expected to be the focus of companies in the coming months. Savvy candidates will not be attracted to apply or to respond from offers from companies that do not have strong, reputable brandings. It will not only be the recruitment officers that will do their searching and checking, quality applicants will also definitely do their own research on the companies that they aim to be involved in. It is therefore highly advisable for companies to always look on how they are being reviewed by applicants and outsiders.

It is worth mentioning that the time-honored recruitment processes will not be totally wiped-out. These practices and processes, having been ingrained in the Filipino culture, will always be expected by applicants. Face-to-face and multi-level interviews, tests, and over-the-phone interviews, thus, are not expected to be shunned nor avoided.


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