siliconindia | | March 20209they would be able to better engage the business and candidates. Experts are also contemplating that if they can use Blockchain for recruitment, Blockchain can securely store candidate data on a real time digital ledger. Since blockchain is completely transparent and decentralized, it might be a gamechanger.Chatbots and Video Interviews are already a reality. In-fact, the tool can be programmed to screen resume, interact with candidates, and feed recruiters with the data of the shortlisted candidates.There was news about an AI based recruitment tool which was rejecting female profiles based on the pattern of recruitment it had witnessed over a period of time. There is a need to safeguard these tools from such biases. It is imperative that such tools are fool-proof and aid the diversity in hiring; else, it would sabotage the very purpose they were built for.Data Guided Hiring & Analytics: Data driven Recruitment would continue to be one of the hottest trends in recruitment. Platforms like ATS and Recruitment Marketing tools have become extremely incisive and help culling-out the required information at a click of a button. This aids planning, decision making and helps in incrementally improvising. Data received from various assessment tools help form trends and drawing inferences. This not only makes recruiters proficient in having intelligent conversations with business leaders, but also makes them adept to partner with business leaders in making the talent strategy. With availability of data pertaining to experience, skills, qualifications & education, personality characteristics, career aspirations, behavioural indicators and employment preferences, crafting Candidate Personas is no longer a dream, but a reality. This would make recruiters far more effective, as they would then be able to have tailor-made Job Descriptions and customized Job Advertisements. This would also prove impactful in creating a candidate pipeline and improving candidate experience.Organizations Would Build a More Inclusive Workplace of the Future: As organizations aspire to embrace more and more diversity, the processes and assessment systems would be built in a way that the inherent biases are eliminated and it's a level playing field for all. A special effort would be needed to ensure that the only way of evaluation of the candidates must be the value they bring to the table and nothing else. Some of the steps which can be taken are ­ Having a diverse set of panels, advertising jobs through diverse channels, driving diverse referral programs, showcasing the diversity practices in all the touchpoints with the candidate, and training the panels & hiring managers to overcome their biases.Hiring in the Gig Economy: As the concept of co-workspaces, flexible work options and Gig economy becomes more popular by the day, engaging Gig Workforce is what companies would be eyeing for. This way, organizations have an opportunity of employing best candidates available for the job. It also comes along with many more advantages like lower costs, demand-based deployment, improved innovation and more. Of course, it has a flipside and lot of challenges like huge churn of workers, low reliability, lesser collaboration, risks of retaining confidentiality and more.HR would have to simplify the Recruitment, on-boarding, training and other processes for the Gig Economy workers to stay motivated. The engagement would have to be utterly transparent and objective driven. One way of attracting and retaining Gig workforce would be by offering a lucrative benefits package, in addition to the monetary remunerations and lucrative assignments. This has the potential of acting as an ace up the sleeves of the organizations, as this practice isn't commonplace.Runita Verma, Director
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