Assignment no.

3
Human Resource Management

Name: Moosa Rizwan

Roll no: 70071471
Section: C
Instructor: Sir Aasim Gill
Question:
Identify all the kinds of modern and
contemporary methods of Recruitment?
Ans:
Recruitment refers to the process of identifying, attracting,
interviewing, selecting, hiring and onboarding employees. Many
companies utilize recruiting software to more effectively and
efficiently source top candidates.
Modern & Contemporary Methods of Recruitment:
Networking Events:
HR events, job fairs, open houses, seminars, and conferences offer a
perfect recruitment platform. HR professionals with relevant and
sustained relationships can easily acquire candidates and interns from
different disciplines at these events. These events can also be
leveraged to offer candidates a virtual reality experience. Virtual
reality will give your potential employees a realistic picture of your
company and culture through an engaging video.
Body Shopping:
Body shopping has become one of the most popular methods of
recruitment for professional organizations and training institutes that
are creating a talent pool for future employment. Potential employers
can approach these organizations to recruit trained and skilled talent.
These training institutes and professional organizations do the body
shopping which is commercially known as employee leasing.
ESOP’s:
Companies are now also attracting potential candidates by offering
company ownership in stocks to employees through an employee
stock ownership program.
Social Media:
The possibilities of social media recruiting are endless if you are
willing to think beyond the big four;
 LinkedIn.
 Facebook.
 Twitter.
 Instagram.
Recruiters are now going innovative with their recruitment and
selection methods and trying apps like Bumble, Tinder, Snapchat, and
Spotify to hunt talent.
Employer Review Sites:
Glassdoor must be a part of every company’s recruitment strategy. In
a digital era where everything is rated by online, including employers
and recruiters cannot afford to miss out on this approach. Most
modern-day job seekers research the company’s culture, perks, pay,
pros and cons.
Mobile Recruitment and Video Interviewing:
A Mobile recruitment strategy is no longer an option. In fact, it is
the only way to connect with old and young candidates. A mobile-
responsive recruitment process will ensure that you are easily
accessible for busy job-seekers and don’t miss out on talented
candidates who are always very active.
Video interviewing is a relatively new recruitment method that
makes it much easier for recruiters to screen candidates while
ensuring a convenient and positive candidate experience. With video
interviews, recruiters can ask unlimited questions and view the
responses at a convenient time. This lessens the number of on-site
interviews and accelerates the initial screening process.
Analytics:
Analytics would have a most innovate recruitment method. Applicant
tracking system leverages artificial intelligence to identify if its
methods of recruitment are getting them the results they want.
Applicant tracking systems also tracks the performance of every
source so recruiters know which channel is getting them the most
hires successfully.
Applicant tracking systems generate accurate reports that measure
everything from sourcing candidates to onboarding new hires.
Analytics give recruiters actionable insights into different processes
and procedures which enables recruiters to modify their methods of
recruitment and maximize the conversion rate.
Programmatic Advertising:
Programmatic advertising is the automated posting of job ads on
niche sites that target the candidate profiles you are looking for.
However, you need to know your candidates so that you can use
programmatic advertising to your advantage.
Talent Pool Database:
Your talent pool has candidates that were not hired but good enough
to be saved for future job openings. So, when a new vacancy opens
up, searching your talent pool for suitable candidates helps save time.
These are the candidates who interviewed in the past but not hired yet
due to lack of job numbers.
Rehiring Past Employees:
Known as boomerang employees, these employees have worked with
the company earlier but left on good terms. Rehiring past employees
is a good recruitment strategy as you know their abilities. Boomerang
employees eliminate the risk of a bad hire, reduces time to hire, and
reduces the cost per hire. The company already have data of these
employees and company already knowns the employee character.
Employment Exchanges:
It is difficult to applicable. It is a government-run initiative that
maintains a record of job-seeking unemployed candidates. You can
submit your open roles to the exchange. In return, you will get the
details of suitable candidates. Although this method is cost-effective.
Work Sample Tests:
A work sample test is a great way of assessing the candidate’s skills.
By giving the potential hires a short assignment, you can see how
much forethought they put into their planning and how they get the
job done. So, this test is taken before the interviewed.
Benefit from the Gig Economy:
If you need someone with specific skills for a short time or for certain
high-priority projects, you can consider hiring freelancers to do the
job. Use a freelance platform to hire a skilled freelancer. You will
save money and time as you don’t have to go through your regular
recruitment process.
Passive Candidates:
In the pre-social media era, passive candidates were almost
impossible to get in touch with. After the social networks, you can
reach out to any candidate, engage them, and build relationships with
them. Once the connection is made, even if the passive candidates are
not interested right now, your company will probably be the first one
that comes to their minds when they decide to make the career move.
Manage the Aging Workforce:
Statistics say that the global workforce is aging rapidly. More and
more experienced people are leaving the workforce, and there aren’t
enough young people available to fill the void. In such a situation,
you can ask your top experienced workers to delay their retirement.
Your older workers have a wealth of experience; so, create a kind of
mentoring program where they can transfer this knowledge to
younger employees.
So, Todays companies promoting the Young Blood Recruitment.