The Future of Full Cycle Campus Recruitment – Way Forward

The Campus Recruitment Scene
Future of Campus Recruitment

The Campus Recruitment Scene

What does a typical day in campus placement look like?

6 A.M: Fly to the city where the drive is happening

8 A.M: Rush to the campus and get prepped for the Pre-Placement Talk

9 A.M: Pre-Placement Talk

10 A.M: 300+ odd candidates take the written/online test

2 P.M: 70+ odd candidates shortlisted for in-person interviews

3 P.M: Face-offs begin; 5 interview panels simultaneously

8 P.M: Face-offs conclude

9 P.M: Job offers rolled out to 10 candidates

This is exactly what the typical campus placement scenario looks for mid-tier. If the volume of candidates exceeds 1000, the process might even clock well past midnight to ensure closure.  

Campus Recruitment – The Catch 22

Quite reasonably, this comes off as a hiring program well organised and well done, from a recruiting team’s point of view. But, for a moment, step out of the world of a hiring manager, and into the shoes of a candidate, eagerly awaiting his first ever job offer. Not quite a great experience, is it?

Moreover, at a point in time, when the war for talent is intense and pronounced like never before, one has to be much more than just “good enough”, to get the best talent on board. Any recruitment model that is majorly dependent on candidates applying proactively is not going to be enough. Not anymore.

The campus recruitment system is largely broken. But, the bigger question, can it be fixed?

How can employers across the nation ensure they get the attention of the best campus talent?

The Future of Campus Recruitment – Gamification Is a Necessity, Not a Luxury

Gone are the days of Baby Boomers and Millennials. With a majority of the immediate future workforce being Gen Z, employers have to get thinking different and out of the box, if they look to get premier talent on board. To keep up with a generation born into a digitized economy and a tech-boom, gamification of recruitment is a necessity to keep the talent engaged.

“These generations are entrepreneurs and one who hope to invent something that changes the world.”Christine Vasco, HR – Rohde & Schwarz.

Some of the leading multinationals have already embraced the coming of age campus recruitment and the move has paid dividends for them. As a result of this gamification, more and more talent have been able to connect to the brands at large, while gaining an understanding of the organisation’s cultures, values and vision. While on the one hand, this creates a successful brand recall, it also makes a brand stand out from the crowd and hence give them an upper hand when it comes to onboarding premier talent.

The Future of Campus Recruitment – Hire Anytime, Hire Anywhere

The talent today is mobile. Which is why, sticking to the traditional campus hiring ways is not really working out any more. Visiting campuses and expecting to get the best talent onboard is like racing with horse blinders on. The more you limit yourself when deciding your talent pool, the lesser talent you have at disposal. And that is exactly why, organisations have to think the Gen Z way; hire anytime, anywhere.

When an organisation makes an effort to educate talent defying the physical boundaries, it leaves a long lasting impression. It makes a candidate feel important and a part of the organisation even before he has been offered. This approach has worked wonders for the three giants Microsoft, Google and Apple.

The Future of Campus Recruitment – The Final Word

The campus recruitment system might be broken. But, it can not only be fixed, what awaits is a future full of possibilities. Organisations and hiring managers have to take to think beyond the conventions. Campus recruitment as an idea is in the midst of a revolution. We are about to witness a Renaissance.

So, brace yourselves and embrace it with us.

The Evolution of Onboarding: Reading through a Netflix Approach

Evolution of Onboarding
Looking at Evolution of Onboarding

Are you one of those movie buff who stay glued to Netflix TV shows or streamlined movies? We all know that Netflix today is the veritable gold mines of must-watch shows and movies. Other streaming services also followed in kind with their own original programming, but there’s no denying: This is Netflix’s world, and we’re just living in it.

You must be thinking why are we talking about Netflix in this article? For a moment, give this a thought about what’s that one thing that made Netflix get there? Netflix managed to stand ahead and shoulders over even TV network for one unique reason.

The answer is simple, it keys in on the millennial need for instant gratification caring little for advertisements. No one is forced to wait, a week to watch a 45 minute show peppered with almost 20 minutes of commercials, making Netflix the easy choice over network TV.

Now, imagine if companies apply the same strategy model to focus on instant gratification of candidates as customers to develop an evolutionary new hire onboarding solution for workforce development.

Looking at the Evolution of Onboarding

Onboarding models have had a dynamic evolution in recent years. For MNCs scaling up in the market, the emphasis in the past few years was primarily on the number of new hires getting attracted and retained for a period of time. The emphasis in 2017 has now shifted and a productive positive new hire onboarding experience has emerged as the new contract between employer and employee. Just as marketing roles have moved beyond customer satisfaction to look at total customer experience, so is recruiter salesforce refocusing its efforts on building onboarding programs, strategies, and new roles in Onboarding HR to understand & continuously improve the entire new hire onboarding experience.

The figure mentioned below illustrates several important areas, where there is little improvement in Onboarding process in 2016-2017.

The dynamic evolution of Onboarding in 2016-17
The dynamic evolution of Onboarding in 2016-17

Onboarding Evolution- Challenges across multiple dimensions

Several factors that make evolution of Onboarding process a challenge today:

  • First, companies need to embrace advanced recruitment automation tools to engage with candidates on an ongoing basis, design a metric to determine what the quality talent is expecting and values about the company culture before joining.
  • Second, while some companies have created the C-suite role of Employer Branding roles, most companies have not assigned responsibility to a senior executive or team to design and deliver the candidate attraction strategy model via company social platforms.
  • Third, many companies stresses on “employee engagement” in HR function but have not yet understood the importance of engagement in frontline hiring, diversity, inclusion, employee wellness metrics and intrapreneural workforce design.

Netflix Approach- Design of an evolutionary Onboarding Solution

Getting the cognitive Onboarding tool evolutionized right

When a customer signs up on Netflix app, it shows them a set of movies & TV shows to choose. This evolutionized cognitive approach allows recommendations to get tweaked and fine-tuned as soon as the customer click on a title or abandons a film half-way. Every action of customer is a data point that gets thrown into a big cauldron of data which Netflix eventually uses to keep adding to customer’s kitty.

Now, imagine embracing the same approach to develop an evolutionized onboarding tool across multiple dimensions. In a world where millennial talent can manage much of their lives on a handful of smartphone apps, they expect every element of their onboarding experience, to be customized, easily accessible & a red carpet entry which will make them go WOW on their onboarding journey.

Designate Onboarding Sherpas to orchestrate the evolutionized model

What is so unique about Netflix chatbots that adds richness to the customer experience? Have you ever thought about it? The secret magic behind Netflix customer retention are their online frontline chatbot agent. The quirky funny exchange in the form of a character play allow them to put themselves in the customer’s shoes and study customer’s future interest.

As the usage of AI systems, robotics, and cognitive tools grow in sophistication, designating Onboarding Sherpas will further leverage the human connect with the candidates.These experts will craft a winning proposition for the candidate, innovate the candidate relationship with the company,align talent goals with a corporate purpose and design a augmented workforce for future.

The Evolutionary Onboarding tool of the future: Arriving Now

Presenting you the ultimate cognitive Onboarding technology which will help you find and court skilled hires for your future workforce. Click to discover the power of Mbrace Onboarding tool.

The Pros and Cons of Video Interviewing

Making interviews more accessible through video interviewing
Making interviews more accessible through video interviewing

Getting to know Video Interviewing

Enter 2017 and we can’t wait talking of what the years ahead hold for us. What we don’t realize that things we have in hand are no less an achievement; to cite, when recruitment started operating as an independent function, no one could have imagined video interviewing a candidate from a remote location. It is indeed incredible!

While we may not elucidate on the fact that when did it occur for the first time, we will be sharing some information on the benefits and drawbacks of applying video interviewing. Also, for our dear readers, who tend to have a time crunch, we have added an infographic at the end of the piece for a quick read.

The need for video interviewing arose because hiring managers realized that a lot of candidates find it hard to be available as per the schedule, owing to issues like busy schedule, remote location etc. Video interview allows the candidate as well as the hiring personnel to see each other virtually and carry out the process, from afar.

Executing video interviews through web platforms like Skype, has its own share of advantages and issues. It is apt to consider the pros & cons of video interviewing before applying the same to one of your requirements.

Why it is good?

  1. Aside a physical one-to-one interaction and telephonic interviews, video interviews are more accommodating.
  2. It saves time for both candidate and hiring team.
  3. Travel expenses and exhaustion are easily avoided.
  4. Candidates who are currently employed need not take day off to attend the process.
  5. The video can be recorded for further assessment/review.
  6. Candidate’s reaction to questions and body language can be captured live and reviewed through re-runs.

While video interviews are fast taking over any traditional mode of interaction with a candidate, it still comes with a few drawbacks. It is then important to know what the drawbacks are, to stay prepared or avoid the reasons behind it.

Skype as a form of video interview
Skype as a form of video interview is popular

The Roadblocks

  1. The first and foremost requirement of setting up a video interview is binding, i.e. to have a computer with webcam and internet.
  2. Network issues and transmission delays may cause interruption in communication.
  3. Candidate may not be comfortable expressing well on camera.
  4. Surrounding light, noise and disturbances may hinder a smooth conversation.
  5. Video interviewing may not be suitable for all levels of hiring positions.

Having cited the above, video interviews still remain a favorable option. The benefits tend to make up for more than the technical drawbacks; most of which can be overcome by practising an adaptable approach. If you are part of a hiring team or a candidate, you will agree that video interviewing is a simple solution that helps ease out and speed up the process of selection. It is found that if one manages to stay well prepared for a video interview, this process turns out to be quite a boon.

As video interviews become a more and more common part of the recruitment process, let’s look at the benefits and drawbacks of video interviews. Check out the SlideShare Infographic: Pros and Cons of Video Interviewing

Infographic: Pros and Cons of Video Interviewing from CareerNet Group

We hope you capture the essence in your next video interview engagement.

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