27 Jul 2016

The transformation of recruiting

What we do differently nowadays in candidates shortlisting, screening, matching and presenting in recruiting market for an optimal ALL WIN outcome.
By Alex Lau

Nowadays, many job seekers are no longer only concern about the tangibles, such as remuneration package, but also the intangibles like the culture of the company. They would rather not make a career move given they have worries about the leadership and/or the workplace climate of the prospective employer. As such, the recruiting consultants would have to explore more in this regard so as to enable the candidate to understand more and finally make a well informed decision.

As a matter of fact, some candidates are not successful in the new working environment not because of their level of competence but largely because they cannot adapt well to the prevailing culture of the new Company, in particular, the leadership style of the senior management.

As such, recruiters now have to explain to the candidates what and how to adapt to the norms of the future environment’s established working practice, given they are very passionate about the career opportunity. This will enable the shortlisted candidates to better prepare themselves for the changing environment.

To ensure a higher successful placement rate, recruiters will have to ensure that the candidates are well aware of the interviewer’s communication style and they should be given some advice how to re-shape their communication style and habit so as to better match and pace with the interviewer at the meeting for purpose of rapport building.

Candidate’s competence in meeting and fulfilling the vacancy’s requirement is of course a decisive factor. Nevertheless, another instrumental factor is rapport building during the interviewing process. Creating an environment of harmony and mutual understanding leaves lasting positive impressions for the involved.

The emergence of new technology, such as the popularity of smartphone, the massive regular use of WeChat and WhatsApp also “revolutionize” conventional communication between recruiters and the candidates. Through on-line platforms such as Facetime and Skype, they can have a virtual F2F meeting (VC) at a time and venue that is mutually convenient to all parties, including the client’s representing interviewer.

It is becoming increasingly difficult to many job seekers to come to the interview if they are still under employment, let alone that more and more of them are actually working overseas. The use of modern communication tools has significantly reduced or at least, curtailed time and cost of interviewing process.

Furthermore, the use of social medium such as WhatsApp and WeChat also createdinstant and ease in communication between recruiters and candidates. This change in communication mode will be very useful in minimizing and avoiding interruptions and disturbances possibly incurred as both parties do not have to rely on phone calls.

The use of smartphones can even, to a certain extent, supersede email for regular communications since recruiters and candidates are no longer required to be computer bound. Instead, they can communicate easily, effectively and instantly anywhere and anytime where network is readily avaiable.

The best way to stay competitive is to ensure flexibility in our practices since this exercises the biggest influence and power under any systems and contexts.


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