Hiring in the Digital Age

Written by - Adinarayana Raghu

20th March, 2022

Hiring has always been a time-consuming procedure for most businesses. They required resources to employ resources, which took time and money. There was a period when people chose government employment, and then there was a time when people sought IT jobs because that was what meant real money. During this period, several HR businesses were established, earning millions of rupees simply by recruiting. Over time, the procedure became more expensive, which is when these organisations began to establish their own HR resources. However, as technology advances at a much faster rate, even this has become obsolete owing to logistical issues. All of these classic approaches began to face geographical restrictions. This is when most national and regional newspapers began to make money by allowing businesses to place classified advertisements. The expenses did not decrease, but the reach expanded, allowing businesses to disregard the expenditures.

Startups like Naukri, Monster, and Indeed gradually transferred these conventional ads online as people became more aware of what technology can accomplish. These firms saw the potential of such websites early on and invested millions refining their service day by day, allowing hiring expenses to decrease over time.

The process started with publishing ads that were accessible to people all over the world, but the difficulty was that not everyone had access to technology, and access to technology was expensive. But the companies never gave up because they believed that one day, everyone will have access to their technology. Over time, these firms introduced services such as sharing details, textual conversations, voice interviews, video interviews, and many more. Simultaneously, gamified social networks emerged, allowing humans to exchange and communicate information in real time. As a consequence, one company in one region of the world digitally authenticated the employee's activities, revealing more information. Everything was now in place, which reduced hiring costs while also providing both employers and employees with a wide choice of alternatives.

The only aspect that was not tested was working from home, which was gradually made possible by secure corporate level chat programmes and project management systems with time tracking. Companies began to provide work-from-home opportunities to people who had an emergency, were unavailable, or had particular needs. Github was one such application, where repositories were changed and created by people who were not physically present in the same room.

LinkedIn, which had been around for about 19 years, had established a fully effective professional networking service by 2020. This catered to practically all of those who just wanted a networking profile, those who wanted business introductions, sales leads, those who wanted to hire, those who wanted to apply for employment, and so on. LinkedIn made it feasible to cater to nearly all commercial use-cases.

Then came Covid19, and the entire world was shut down. Companies were compelled to adopt a work-from-home culture. They did this in a short period of time, utilising many forms of technology. A few organisations who needed to employ made certain that the process did not come to a halt since they had projects in the pipeline that needed to be completed on schedule. And all conventional and semi-technology businesses were becoming totally technological organisations. New procedures were used, and expenses were decreased since work from home allowed for lower overhead costs per employee.?

Instead of spending money on commercially available tools, startups turned to WhatsApp, Discord, Telegram, and Facebook, and even large MNCs soon followed.

The power of social media cleared the path for hiring in the digital age, making it more affordable and effective.