With the advancement in technology, companies are also getting updated with the recent developments in terms of hiring and selection procedure. While working on the human resources policies, the HR professionals take a note of the recent trends in the market how candidates are looking for jobs and how Human resources departments of the organizations should update themselves accordingly.
It would be difficult for the candidates to land up with a good job if they only keep applying on the job portals in the recommended section of their applications. They have to be clearer in the hiring and selection process of companies and the way they get in touch with the active and passive candidates across the globe. Here are some of the facts that candidates need to know about recent human resources policies how they professionals are shortlisting the candidates without even your applying initiative.
Digital Footprints: Today’s youth is always available on the social media platforms and a lot of activities are visible to the public that includes their potential employer as well. These activities leave a footprint on the internet that speaks louder than the actual resume you use to apply for the open positions. The candidates are evaluated on the basis of their updates whether they would be able to cope up with the organizational culture or not and if at all they are the perfect fit for the company. The Internet tells the employer about your participation in communities, meet-ups, and conferences.
LinkedIn profile: It really doesn’t matter if you are active for your job search or not, whether you applied for a job or not, your LinkedIn profile can tell a lot about your job skills and confirm the personnel from hiring and selection department if the candidate can be shortlisted and contacted for further discussion. If you are still to have a LinkedIn profile, please go ahead and don’t forget to include the details like a summary, professional headshot, highlighted skills, and endorsements. All these things matter in online recruitment trends.
Checkout Employee Referral Programs: The current human resources policies lay emphasis on the employee referral schemes which are considered to be a hit in most of the organizations. So, the candidates who are looking out for a job in a particular organization should consider the referral scheme very seriously and hence start networking with the current employees of your preferred employer. These ways, you can get more information about the company culture from the people who are already working there and also send your resume directly to the company without going through the job portal way.
Emphasize on achievements rather than responsibilities: There was a trend when the resume used to be 4-5 pages for an experienced candidate where they mention their roles and responsibilities in details. However, today, the HR professionals are more concerned about your main contributions to the company goals and the achievements you had in your career. So, the candidates should be aware and create their resume strategically to include more of the achievements than the role details.
Temp-to-hire: You can call it a test drive or probation period, short-term assignment or trial period, but the companies prefer to hire a candidate for a specific period of time to check if he/ she is suitable for the position they are looking for or not. The HR professionals realize that the achievements and the prior job skills may not be applicable to the new role and hence the new recruit may or may not be suitable for the company.
Reference Checks: The Hiring and selection team is getting more concerned about the reference checks of the selected candidates before offering the letter. The reason for the same is the fact that a candidate may look amazing in the papers but may be very difficult to handle in real life. The basic aspects of being into the corporate world need to be clear and the reference check with the prior reporting manager or employer can be the best way to know about it.