Recruitment & selection strategies for the modern workforce

As people evolve to keep up with changing times and technologies, recruitment strategies for the modern workforce should be in accordance with changing times. Especially after the long struggle with Covid, the global work environment has seen massive changes that have changed the entire outlook of how the world looks at a workspace. Most of the challenges that the pandemic brought up were tackled by technology, but the obstacles faced during hiring still remain pertinent and that needed a tactful human touch that would blend with the need of the hour.

Here are a few innovative ways in which companies can mold their recruitment strategies for the modern workforce to get the best talent –

• Personalized Recruitment

In times where the spotlight is rightfully on employee experience and satisfaction at the workplace, no prospective candidate would like to become simply a tool for an organization to achieve certain targets. It is the responsibility of the Human Resource team to make the prospective employee feel valued because for that candidate there are multiple job options available in the market.

The HR department has to take steps to create recruitment strategies for the modern workforce and after selection, they must reach out to the candidates, have open and frank discussions about the expectations of the company and vice versa, and offer customized pay packages that don’t skew the job offer heavily in favor of the employer.

• Changing Employee Expectations

The era of expecting fair compensation from your employer, an annual festive greeting card, and nothing much beyond that is long gone. The strategies for recruitment and selection are required to be upgraded as the modern-age employee gets looked after much better by organizations as a lot of investment and training goes on in sharpening their skills.

The focus has shifted from only professional well-being to a balanced approach where the employees’ mental and physical well-being is also being looked after by companies. This practice has started as the employees and employers have come to realize the importance of mental health in the workplace.

• Make Interviews Engaging 

Employers have to move beyond the age-old template of asking the same questions in an interview while screening a candidate. Asking merely about salary expectations and previous job experience is merely inadequate. Recruiters need to make a bigger effort in creating strategies for recruitment and selection where they try to know prospective employees by understanding their personal background, listening to their career aspirations and expectations, and learning about the challenges they face.

• Brand Value Proposition 

These days, it is no longer about who offers the better pay package. Candidates look at the brand value proposition and how it would enhance their CV. The brand identity should be aligned with the candidate’s dreams and aspirations. To attract the highest skilled workers, organizations have to develop recruitment strategies for the modern workforce and culture within their existing setup that makes the workplace a desirable place and not just a mere pit-stop for people who are looking for a decent payday.

An organization can enhance its brand value by carefully building up its social media profile and providing a sneak peek into why its office is the best setup to work. A lot of companies have successfully transformed their image purely on the basis of the efforts they have put into establishing a modern and positive outlook on their social media handles.