The demographics of the world population, technological advancement, change in business processes, socio-economic conditions, COVID-19 have changed the way jobs are available in recent times.

Traditionally the hiring process by the human resources experts has been to prepare a detailed analysis of the job description and what attributes from a suitable candidate can fit into the role.

The next step is job evaluation to check the role of the candidate on the organizational chart. The pay scale is determined based on the value generation, and then the sorting process begins to find the right candidate.

Finding the right candidate for the job includes evaluation based on a CV or resume, tests, group discussions, and a detailed interview. Most of the jobs are filled in with this process for more than three decades.

Linkedin is full of people from both ends scouting for the right job and the right candidate. Being one of the leading marketplaces for job recruitment, Linkedin offers to scout for people who aren’t even looking for a job change right now. The dynamics of job recruitment have changed from people looking for a job to recruiters finding the right candidate for them.

A challenge faced by the recruiters is to find the right candidate who can fit the job description. Very often, the potential candidate may not be looking for a job change at the moment. One of the ways to find a candidate is to hire them and then train them based on the requirement. This process has been convenient, but may or may not help in the long run as many factors come into focus.

Vision

An organization that knows where they are going knows whom they need to take along. A recruit can be defined as the right candidate once he matches with the job description as well as his growth in the future. Only people who can see overall growth will stay in the future. It depends partly on the organization too on helping the employee to train themselves in skills that are needed from time to time.

Successful technology organizations invest in their people for skills and development very frequently and keep their employees’ future-proof. This process ensures retention, and most of the recruitment for job roles happen internally. Seldom do they need to look for people outside the organization except for entry-level job recruitment.

Skills

Skills can be personality traits as well as technical. Based on the job description and the analysis by the organization for a certain skill that is needed in the ‘long run’, the candidate can be matched to the same. 

Organizations that look for candidates that can meet only their current requirements often land in high attrition rates.

For instance, in some areas more than 50% of the population is below the age of 25. The Millenial recruits can be trained by organizations that have a long-term focus and have a clear vision of technology of the future.

Personality

A candidate is suitable for the long run only when they are eager to learn and change. With fast-changing technology, one cannot remain suited to what they learned during their college education. Constant up-gradation of knowledge on new technologies keeps a candidate ready for the future. Only a person focused on his future would be enthusiastic to constantly learn. Organizations that invest in skill-based training often retain their employees and keep them ready for the future.

Changing dynamics of Job Environment: The working conditions have changed drastically since the lockdowns of the pandemic. Work from home has become a new normal. Due to the widespread use of video technology, hiring has become less complex as geographical boundaries are no longer a barrier. Earlier, recruitment had to be done not only based on skill but cost as well. Today the cost barriers are reduced and the skills of individuals can be hired from the world over.

Due to this, the extent of spread for the search for the right candidate has expanded. People no longer need to consider personal factors such as a change in location, family, etcetera to choose a job they fit in.

Focus on the Millennial Population: Millenials are those born in the internet age. The best of organizations hire them and groom them and retain them for the future. The way they think, speak and act are different from those born before 1984. Investing in them is investing in the future. And this goes by saying that job roles have to be unbiased too.

Conclusion

Finding the right candidate for the future begins with organizations being future-ready. Only when the employee feels engaged in the organization will they do more, and be more and stay longer. And of course, there will be many who wouldn’t retain for long despite growth. An organization with clear goals for the future will attract the right people because they know where they are going and what they benefit from in the future and who are needed.