The changing scope of recruitment

 

Recruiting: making sure the required capabilities are accessible

There is a shift from recruiting for positions to recruiting to strengthen capability pool There is a clear view on the required capabilities, today and in the nearby future. Some capabilities are near to the core of the organisation, and often required in teams. .

For some capabilities this is not required, or not possible. For these capabilities, you can rely (partly) on people who are not on the payroll.

The recruitment/ staffing team makes sure the required capabilities are timely available. They are supported by heir workforce planning systems. The recruitment/staffing team, and broader HR, should also keep an eye on the external pools, in order to have quick access to motivated and connected people.

People can be in more than one capability pool, as they often have a mix of capabilities (technical, functional, (project) management, leadership).

Per assignment the best possible team is assembled. Looking at the required capabilities, but also the wishes and (development) needs of staff.

The changing recruitment process


 There were of course many recruitment solutions around. Most of them are still developed around the old recruitment process. You define clearly what you are looking for, mainly in terms of skills, experience and capabilities, and then you try to find matching candidates as quick as possible.


Based on thorough analysis of your people and business data, and if possible data from other organisations, you can determine the characteristics of top performers. Not only in terms of skills and capabilities, but also concerning their personality and the factors that allow a good cultural fit.

You ask your recruitment machine: go out there, and please find me candidates that fit the profile.
The longlist with possible candidates is given to your army of friendly chatbots.

The chatbots approach the candidates (via their preferred channels, such as Facebook messenger, WhatsApp or WeChat). They check the interest of the candidates, and ask some qualifying questions (“Do you want to work in Manchester?”). The chatbots turn the longlist into a shorter list of qualified candidates.

The remaining candidates are invited for an online assessment, which includes some role play and some tests.

The candidates that survive the assessments are invited for some interviews and a visit to the organisation. The best people are hired.

Onboarding starts immediately, even before the candidates start working.

Candidates become employees. They work, learn and develop
.
Their progress and performance is closely monitored, and the data is used to refine the profile.

HR TRENDS FOR 2017:


1: The Consumerisation of HR

2: Improving Performance Consulting

3: From Individuals to Networks of Teams

4: Man-Machine Collaboration

5: Algorithm Aversion

6: HR Operations in the Lift

7: Who owns the people data?

8: One size does not fit all

9: The battle of the apps

10: Focus on the Employee Experience

11: Agile HR

12: Keep it Simple

13: Talent Everywhere

14: Organisational Network Analysis

15: The use of personas

16: The invasion of chatbots

17: To a more human and holistic HR

18: The end of static jobs

19: The changing scope of recruitment


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