ping

Recruitment And Selection Strategies For The Modern Workforce - Part 2

In the previous segment we had elaborated on recruitment strategies in the previous era as opposed to the ones implemented today.In this section, we shall have a look on the pros and cons of modern day recruitment strategies as well as some statistics on employee retention and job satisfaction.

Recruitment and selection strategies for modern workforce part 2

  1. Pros of social media recruitment-

  1. Quick and easy – Reaching out, advertising and publicizing was not easy until social media happened. Apart from being quick, convenient and efficient, it is also a proven user friendly method for things, not restricted to recruitment alone.

  2. Cost effective – Modern day recruitment strategies with the help of social media is undoubtedly one of the most sought after and popular means of recruitment. The reason is simple. Cost effectiveness. Though an initial registration fee might be involved, it is usually affordable and pocket friendly.

  3. Flexibility – Not happy with what you have put up on the internet? Well, you always have the option of ‘editing and customizing’ your content and matter according to the needs, tastes and preferences of the target audience, eventually reaching out to a wider pool of candidates, thus enabling the employer to find the right fit.

  4. Longer shelf life – As opposed to the olden strategies of recruitment, a quick update on social media and internet enhances longevity of the advertisement, as the person who posts it has the liberty to choose what and when to upload and also for how long. This, by default, attracts the attention of job aspirants, converting them into promising applicants.

  5. Work smart – Apart from being quick and cost effective, the internet has given us the privilege of doing things and ‘getting things done’ in almost no time. This is one of the smartest ways to function in today’s busy lifestyle as it tends to save a lot of precious time and energy for something eternally worthwhile like family, hobbies etc.

 

  1. Cons of modern recruitment strategies-

  1. Cost effective, definitely. But not always- Online job portals are undoubtedly cost effective, and posting free ads has become a piece of cake for employers. But unfortunately, this ‘free ad’ period is not long lasting, and in most cases, compel the employer to enrol for a paid membership.

  2. Fake applicants – Sharing contact details on a public platform might not be a great idea, for obvious reasons. It has all the possibility of attracting the wrong set of audience, leading to fake applications.

  3. Promotional applications – They are the glorified version of fake applicants. People tend to come across and keep track of an organization’s happenings online. What starts off as exchanging pleasantries, ends up in nagging promotional calls and emails.

  4. External competition. The more the merrier? -  It’s the era of the commitment phobic. And as recruiters too, we do not believe in sticking to, or relying on one option forever. The pure intention of working with multiple agencies is only to bring in a broader pool of applicants to choose from. Many a time, there is a possibility of profile duplication, leading to an unwanted spat between the placement consultants, leaving the employer trapped and aggravated.

  5. Imposters and cyber crime – If technology can simplify things, it could as well mar and complicate life. Apart from fraudulent and fake applicants, there are imposters abusing the advantages of technology, leading to cyber crimes like hacking, phishing etc.

Social Media Recruitment

Statistics and figures on employee retention and job satisfaction 

  1. 70% of employees wish to move out of their current organization, with career advancement and better offers with quality benefits in mind.

  2. 35% of employees contemplate looking for better opportunities, when their efforts go unacknowledged or unnoticed by employers.

  3. 65% start losing interest after gaining experience and receiving offers from more established firms.

  4. 93% of employees claimed to have moved out after being asked to swap/ change roles much against their wishes.

  5. Many place a high degree of importance on peers and co workers, as compared to managers and direct supervisors. The dissatisfied lot comprises of about 24% of the workforce.

  6. 66% of employees march out due to unsystematic and unprofessional styles of working. Vague and unclear communication, lack of coordination within teams and unreasonable deadlines and expectations of the employer, despite all the shortcomings, lead to chaos and confusion. Thisaffects the output of even the most talented of employees, thus, compelling them (especially a seasoned ones) to resign and go looking for far better opportunities.

Thus, based on the facts and other details mentioned, one can confidently thrive and rely on social media and other GenNext  recruitment strategies, also simultaneously implementing a few immortal plans from the bygone era.

Collaborators: Namrata Ramakrishnan and Madhumitha Sundaramurthi  

Author Bio

Tripti Chordia

Tripti Chordia, is the CMO at doodleblue, a mobile app development company providing creative technology solutions to its clients. She completed her masters from Leeds in Advertising & Marketing and has worked at a few media houses prior  to doodleblue. Tripti is responsible for online strategy and creative digital marketing  campaigns for doodleblue.  


ABOUT doodleblue

doodleblue is a boutique creative technology solutions consulting firm. Our focus is to help entrepreneurs, start-ups & businesses succeed with their technology solutions. We love working on cutting edge technologies like Augmented Reality, OCR, Google glasses, and more in the mobility space.