The dynamic Ms Yogita Tulsiani is armed with a Master’s in Business Administration from ISB, Hyderabad. The versatile businessperson has more than a decade of experience in Business Development and Consultancy across various industries in the UK, USA, Europe and APAC. Her repertoire includes an illustrious clientele in the Financial Services, Telecom, Retail, Information Technology and Learning industries like Genpact Headstrong and HP. The current role of Director in IXCEED has been a culmination of various roles in her career. Global expansions and exponential revenue growth have been the trajectory that Ms Tulsiani has followed. She has been instrumental in starting new lines of business. The stint at IXCEED has already proven her mettle in initiating growth patterns.
When the world was thrust into a lockdown, organizations worldwide laid off countless employees and pivoted to remote working models overnight. Instead of executing a structured and well-ordered plan, companies instantly had to implement new policies. But as businesses bounce back, several industries are overcoming the trend of job losses and layoffs and steering the course towards a hiring surge. With rapid technological transformations and adoption globally, the demand for skilled and technical job roles has skyrocketed.
Furthermore, industries like IT, e-commerce, finance and healthcare have added multitudes of jobs and are witnessing a hiring surge. Considering this scenario, the charge of scouting and screening the top talent and creating a flexible work arrangement falls on the shoulders of recruiters. Tasked with such a herculean project, recruiters tend to make common mistakes, costing the company big bucks. Thus, imperative for recruiters is to avoid these costly mistakes and create a flexible work culture in the organization.
Draft an accurate job description
Recruiters spend hours perfecting their hiring strategies before a recruitment surge, only failing to craft an accurate job description. A job description is often the foremost thing that attracts candidates. But an inaccurate job description may as well discourage the right talent or pour in application from unskilled ones. According to a survey, 72% of hiring managers claim they provide accurate job descriptions but only 36% of candidates agreed. Therefore, it becomes imperative for recruiters to consult with team managers and colleagues to create a clear, concise and spot-on job description. Keeping in mind the hybrid working models, they should mention the flexible work arrangement the company provides, such as remote work or compressed workweeks. As a result, the company hires only those candidates that are a right fit for the company’s flexible work culture.
Invest in contract recruiters or agencies
Recruiters often end up feeling overwhelmed and overburdened amidst a hiring surge. In case your talent acquisition team lacks the bandwidth to sift through scores of resumes, it may be best to invest in contract recruiters or staffing agencies. Contract recruiters can offer you the flexibility to halve the workload until the surge and eliminate the need to expand your current recruiting team. Internal talent acquisition teams should also remember to convey their work arrangement when partnering with contract recruiters. Contract recruiters and agencies have a wide reach and keeping in mind the company’s flexible work arrangement, they can source candidates from all over the world.
Embracing the right technologies
One of the critical mistakes most organizations commit is not investing in the right technologies to streamline their hiring process. By deploying AI and automation to do the heavy-lifting in hiring, technology can condense the areas where human efforts are poured. As a result, instead of feeling overwhelmed during a hiring surge, recruiters can focus on the key areas such as candidate experience and engagement. By leveraging technology, recruiters can accelerate their hiring velocity in a recruitment surge. An automated technology platform can help recruiters to effectively reach 5 or even 10 times the candidates than before. And by providing the right technological tools and training to the existing and new employees, recruiters can help employees transition to a flexible work environment.
The Significance of Creating a Flexible Work Culture
According to the findings of a recent Harvard Business School survey, 81% of employees who have been working remotely during the pandemic either don’t want to go back to the office or prefer a hybrid working arrangement. The flexibility, autonomy and productivity gains resulting from a flexible work arrangement have convinced employees of the benefits of a flexible work structure. As a result, recruiters looking to attract top-performers must embrace a flexible work culture to win the best talent. Moving forward, flexible work culture in organizations is no longer a nice-to-have but rather a must-have. By fostering and nurturing a flexible work culture that allows freedom to employees, recognizes their efforts and provides them with the right technology and tools to excel at their work, recruiters can attract and retain the top talent as hiring surges to come their way.
A company’s flexible work culture may be new to the employees hired during a hiring surge. It is essential that by avoiding these common mistakes, recruiters hire employees who are a right fit for your company’s flexible work culture that allows them to create a healthy work-life balance and is sure to attract talent during a recruitment surge. When implemented and executed appropriately, flexible work culture can help soar the organization’s productivity, strengthen recruiting efforts and reduce operational costs. By creating a flexible work culture, recruiters can also elevate employee satisfaction, employee engagement and reduce burnout and stress among employees. A flexible work culture might just be the key to unlocking a company’s and its employees’ true potential.