Attracting and retaining talent may be considered the most important objective for an HR / Talent Acquisition department. Finding the right talent in the market is incredibly difficult and recruiters have tried different methods in order to find the best possible candidates for an organization. Recruitment involves attracting, selecting, and hiring the most qualified candidate for a job opening, in a timely and cost-effective manner. The recruitment process has numerous moving parts; analyzing job requirements, attracting employees, screening and selecting applicants, and then hiring and integrating the new employee into the organization.
The surge of technology in the 21st century has seen many modern day recruitment methods come into play, some which have made a significant impact in landing candidates. Social media, as an example, is an inexpensive tool that can pull a vast pool of potential candidates within a short period of time. Social media websites such as Facebook, LinkedIn, and Twitter have communities for potential employees to submit their resumes and credentials.
In 2016 the Society for Human Resource Management conducted a survey to learn more about organizations’ use of social media for talent acquisition. Their results showed a rise in social media, online search engines and career websites, as well as mobile recruiting. However, this also showed an increase in finding information on social media profiles that resulted in not hiring a candidate.
To that end it is important for recruiters to determine how to use these new tools in finding potential candidates. It’s also necessary to keep in mind what skills a candidate brings to the table as opposed to what their profiles might indicate. Equally important is for employee candidates to be purposeful and aware of what they are sharing online, particularly if they are actively job hunting. These factors can help in maintaining social media as an appropriate recruiting tool.
In the age of Social media, first impressions can mean something altogether different for both hiring managers, as well as job seekers. As companies find more value in recruitment via social media and turn to various sites in order to check out candidates; employees also have the ability to effectively utilize social media to make their best first impression for a potential job.
Arun Verma, CEO of DATA Inc., has been awarded with the Asian American Leadership Award in 2018 by the U.S. Pan Asian Chamber of Commerce, Northeast Chapter. As a minority owned business, DATA Inc. is proud to serve as an inspiration to the business community and the diversity of employees who make such an important contribution to it every single day. More information on the US Pan Asian American Chamber of Commerce – Northeast, can be found here.
When creating guidelines in order to support and nurture employees’ path to success, “freedom within a framework” has been a phrase used by multiple business leaders. So often, workforce freedom can result in a political tug of war that can only have one winner. This can stifle innovation and creativity, as management ends up spending more of their time modifying / regulating work behavior.
If an organization can frame the freedom they give their employees, this might spark commitment and improve performance. But what does this framework mean exactly? A great deal of this has to do with an organization’s culture. Providing autonomy is one thing, but giving freedom with responsibility is another concept altogether. What this means is employees aren’t simply given the freedom, they are expected to exercise it, as part of their responsibility to the organization. If an employee understands their company’s core values and goals, then they might be more likely to operate with the company’s best interests at heart. This way they are given flexibility within a framework of trust. A simple set of guiding principles can help employees make reasonable decisions without having to seek approval at each turn.
Freedom at its very core however, is inherently fragile and must be maintained. Companies can put practices into place to help cement this structure into the workplace culture. Ensuring employees are connected to the company’s strategies and challenges and seeking their input will motivate them to see projects through to completion. Keeping the lines of communication open is paramount in reinforcing an employee’s motivation and desire to succeed within the company. Continuous encouragement in both their ideas as well as looking at new ways to approach their work is always a good idea in sparking innovative thought and introducing fresh perspective in job functions. Providing time and resources to develop and implement employee ideas will benefit the entire organization as a whole.
Companies are constantly evolving the way they conduct business and the concepts of employee freedom are highly dynamic; they must be continually re-defined and grow and evolve within the companies’ changing needs. All of this highlights the importance of creating a strong, coherent “freedom framework”.
DATA Inc. is excited about the launch of our company blog!
For over 35 years DATA Inc. has been recognized throughout the industry for delivering innovative IT solutions including Application Development and IT Staff Augmentation. However, we are more than just an IT company; our core values lie in building sustainable relationships, both with our esteemed clients as well as our team of top talent. As the company is poised for accelerated growth we look to provide insight on how we continue to transform with the times and what sets us apart from the competition.
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