“Get the right people on the bus and the wrong people off the bus"
                                                                                      - Jim Collins

But how it is done? Answer is Recruiting. Yes, Recruiting. In today’s century recruitment is equally important as other management activities like strategic planning, budgeting control or marketing of service.  Recruitment refers to the overall process of attracting, selecting and arranging a pool of suitable candidate for a job within and outside an organisation. But how do we arrange pool of suitable candidates?

                      Traditionally pools of suitable candidate were welcomed by providing an advertisement in a local newspaper with little description about the job and they were interviewed, and out of those, suitable candidates were selected. But as time went by, magazines, radio, television, emails, consultant, word of mouth, website advertisement, social media, etc. were used as a medium. In today modern world, arranging pool of applicant has changed.

                                    2014 is known as the year in which intense recruiting competition returned. After years of slack hiring, competition for arranging pool of top performer and technical talent has returned in various trend. First and the foremost trend in recruiting is Cooperate Talent Network. As, growth of LinkedIn (19 million professionals), Twitter (274 million), Facebook ( 66 million professionals), Glassdoor, Indeed and variety of other tools are available to promote company’s employment opportunity. For this, companies have now started to build a “talent network” from which to recruit. Talent network creates a magnetic attraction for employees by posting their job vacancies as well as fans, alumni, customers, partners get attracted via job positing to see their organisation visibility in various social networking site. By creating such job positing, company not only get right employee for the job, but also create network for their goodwill.

                                                                                                                                                  Still, every company wants to know :-

-      -    How my job posting are working in daily, monthly and quarterly(success or failure) basis

-      -    How my job posting are working as compared to other job industry posting

-      -    Knowing which day to post your new job on the basis of title and location

-       -   Knowledge of supply and demand of candidate in particular location where company is hiring

To find solution to these issues, Big Data comes into picture. Big Data – a powerful analytical approach that is changing the way recruitment happens and re-emphasizing that it is the recruiter, not the talent, who is at core process. eQuest, Big Data Analytical Program, also known as World’s leading job distributor, gathers unbiased data from every source available i.e., from 1.5 million job boards( including, college and regional sites, skill based niche markets and social media). It also measure performance statistics of a candidate individually and by comparing to overall market statistics, which help a company to hire a top performer as well as provide company recommendation or a go- forward plan by strategically posting job where they work best.                                                                                                                         

   Why to go so far, when you have the fortune job informer in your hand. Let’s put it in simple terms, even though 2013 was known as ‘year of mobile platform’, the impact of this platform in recruiting is still growing. Commonly known as Mobile Recruitment, is a method of connecting jobs and applicant via handheld devices, usually smartphones. Various online portals have started their mobile application, in which a registered member can get notification about job vaccines according to his/her qualification, needs, preferences and they can apply to it directly via mobile. According to a survey done by Simply Hired, estimated that 70% of active job seeker are using their mobile phones to search for jobs. Recruiters are also following this trend by making their site visible by introducing career site application, where a job seeker can apply directly for job. Hence, company’s real focus is on smart hiring and being strategic with your technology and strategy spend.                                                                                                     High value outsourcers and staffing firms, $140 billion talent acquisition industry, is filled with experts who are ready to serve the company to find the right candidate for the right job.  Recruiter going through billions of profiles on various social networking sites for few opening is wastage of time and cost to the company. This is where outsourcing firm helps, by arranging a pool of candidates according to their needs, from which they select a suitable talented applicant for the job.                                                                                                                                      Now a days, company believe in the mantra of buying talent (rather than developing). Poaching, a way through which a competent and experienced candidate, who is working in another reputed company in the same (competitor) or different industry, is employed in your company. By offering attractive pay packages and other term and condition, talent is being attracted. It is considered unethical but it is not talked openly. In India, software, retail and infrastructure industry face the most severe brunt of poaching.

                                                                              An old proverb says “time and tide wait for no one”. But in today’s world, this proverb has been modified “time, tide and technology wait for no one”. Taking a glance at world, we can see that technology advancement is taking place every minute. Systems and process have moved from occupying rooms to pockets and one day they might even disappear in this air. Recruitment technology is also undergoing transformation. From, newspaper advertisement to social media advertisement, from word of mouth to employee referral program, from outsourcing to big data eQuest program, technology has transformed the landscape of recruitment. Only one question arises. What’s next ?