Traditional recruitment processes are replaced with social ones. Recruiters are focused on online, social media and informal interviews, according to Smartree, a company that provides outsourcing HR services.
Thus, the traditional recruitment processes become more social and nowadays the online environment is playing an important role. Also, the formality of the interview disappeared, being adapted in this way to the Millennials generation.
“The young from Millennials generation, born between 1980-2000, are quite difficult to approach by employers. For them the salary is not the most important thing and by far not the only aspect that they take it into account when choosing a job. Therefore the recruitment process is different, “said Raluca Penes, HR Coordinator Smartree.
Thus, young people are now easily found and caught in the online environment or on social networks, where they are writing about their knowledge, but also from where they can extract all the information about a possible employer. In addition to the interview, it is important that recruiters mention aspects of the organizational environment: the package of fringe benefits, flexible working program, opportunity to professionally development, the distance from home, all of these being very important things for Millennials candidates.
However, there are specializations and professions for which the assessment tests are still being applied in the processes of recruitment, especially in the technical sector. Here, the validation of candidates is only possible through the application of specialized tests.
Speed in recruiting – a new trend in 2017
Lately, another visible trend in the labor market has been recruiting in a very alert method. Thus, the fast entry of a large number of multinationals to the Romanian market generated additional staff required. Meanwhile, short deadlines to deliver this staff affected the quality of recruitment.
“There are few situations in which the recruitment people are pressed by time and skip certain steps in the selection of candidates. Sometimes the focus is more on quantity than on quality. If, until now, a recruitment process took even a month, nowadays there are profiles where candidates receive the final answer, including the offer of employment, from the first interview, “said Raluca Penes.
National recruitment vs multinational recruitment
The technology evolution and the new Millennials generation are globally felt, so that all companies are forced to adapt their recruitment processes and HR functions to market demands, according Smartree. In multinational companies who have opened outlets in Romania, HR flows are more standardized and have lots of procedures in order to be local and global applied.
Instead, in the local companies, HR people have the opportunity to be directly involved in developing, defining and streamlining the procedures and policies for recruiting, which, if it involves management department, are easier to achieve and applied.
Recruitment does not have a secret recipe.
Even if success can not be guaranteed, it is important that those responsible for HR to understand very well the recruited profile, identify organizational needs and constantly communicate with managers of departments, involving them directly in these processes. Their participation depends on the policy and company size. There are companies where, besides HR representative,both the manager and the person who would be fellow prospective employee may attend the final interview. Thus, the team ensure that future colleagues are compatible and share the same values with the company.
With the help and direct collaboration with those responsible for human resources, the manager must have the final decision in recruitment and selection process. Every manager and team-leader need to select their people considering the compatibility with their technical and organizational culture”, said Raluca Penes.
Smartree company was founded in 2000 and provides outsourcing HR services such as payroll, personnel administration, analysis and reporting for management, recruitment, temporary labor, consulting in HR. The company processes 450,000 employees annually and has over 150 clients, mostly multinationals and companies with Romanian capital.