WHAT IS HUMAN RESOURCES RISK?

Companies have shifted their recruitment practices online due to the fact that the majority of qualified and desirable applicants now utilize the internet to research job opportunities. However, this transition comes with its own set of challenges that companies must address. These challenges include adhering to equal opportunity laws, making efficient use of internal resources, conducting proper screening processes, ensuring accuracy of information, and creating compelling presentations.

In today's competitive landscape, companies must ensure that they establish a favorable reputation in the job market and position themselves as desirable workplaces. They need to put as much effort into selling themselves to potential employees as they do in marketing their products and services to consumers. This task is particularly difficult for human resources (HR) departments, as they have traditionally faced skepticism from shareholders and company executives. Unlike product marketing, HR does not directly generate revenue, and they often work with limited resources while facing high expectations. In the past, smaller companies struggled to be proactive in recruitment due to cost constraints and limited reach. However, the internet has leveled the playing field, allowing companies of all sizes to compete and achieve their goals.

By implementing a well-designed and executed plan, companies can easily transform their websites into valuable sources of information about prospective employees. Online software enables companies to streamline the resume review process by eliminating the need to manually sift through unsolicited cover letters and resumes. Instead, electronically submitted resumes tailored to specific job listings can be relied upon. Through the use of screening tools that pose targeted job[1]related questions, companies can further refine the pool of applicants and focus on the most desirable candidates.

But how does a company navigate the transition from the physical world of telephones, career fairs, and "virtual handshakes" to the online realm? How can connections be established with just a click of a mouse when career fairs are replaced by chat rooms and telephones are substituted with email? The truth is, a company never completely abandons one realm for the other. The ideal approach lies in combining the positive aspects of both. The internet offers increased efficiency and speed, but physical contact, observation, and conversation remain vital in finding the right fit for a position.

In both the online and offline realms, the recruiting priorities remain consistent. These priorities encompass the following objectives:

1.?????Align candidate capabilities with position requirements: The aim is to find candidates whose skills and qualifications align closely with the specific job requirements.

2.?????Implement effective recruiting methods to attract desirable candidates: Companies need to devise strategies and tactics that appeal to highly qualified and sought-after individuals, enticing them to apply for open positions.

3.?????Manage hiring processes within budgetary and timeline constraints aligned with business needs: It is crucial to ensure that the recruitment activities are conducted efficiently, taking into account the available resources, financial considerations, and the timeline requirements of the organization.

4.?????Early elimination of unsuitable applicants and focus on promising candidates: To streamline the selection process, it is essential to identify and eliminate unsuitable applicants at an early stage, enabling the company to concentrate on candidates who exhibit strong potential for success.

5.?????Ensure compliance with legal, ethical, and regulatory requirements: Companies must adhere to appropriate legal, ethical, and regulatory guidelines in their recruiting practices, ensuring fairness, equal opportunity, and ethical conduct throughout the process.

In recent years, there has been a significant shift in the level of loyalty workers exhibit towards their employers. The days of staying with one company for several decades are fading, as individuals now expect to have multiple jobs throughout their careers before retirement.

What implications does this hold for companies? It means that people's loyalty lies more with their personal interests and the technology they use than with a specific company. Even when employed, many individuals actively search for better opportunities. Within the recruitment industry, these individuals are referred to as passive recruits, and they are highly desirable. Passive recruits are already employed, possess valuable skills and training. The battle for talent extends far beyond college campuses; it encompasses every company in the marketplace today. To succeed, companies must be as proactive in retaining their current staff as they are in recruiting new employees.

Information credits: SALIH AHMED ISLAM