Sujatha Kumaraswamy is the Chief Executive Officer of MeritTrac – a UNext company. She has 21 years of experience in incubating and running new businesses and functions across multiple divisions. Ms. Kumaraswamy’s wide range of experience in managing global, large-scale teams in various sectors has led her in multiple strategic imperatives across different revenue groups. Her focus is on setting the long-term goals, strategies, plans and policies of MeritTrac, with a strong focus on its execution.
During the pandemic, organisations struggled to meet the obstacles that were thrown at them. The workforce shift that was taking place intensified. The concept of working from home has long been discussed, but it is now a reality for smooth business continuity amid disruption. Companies have shifted to virtual campus hiring techniques such as video interviews, digital assignments, and induction via online modalities. However, there were also business difficulties and shifting employee priorities. Workloads grew, but there was growing talent shortage.
Companies were eager to hire and restructure their workforce soon after the second wave ended. Talent acquisition was on the upswing, and this time human capital management was changing. The economy has been going forward since then and the job market has rebounded well, resulting in increased pressure and demand for efficiency from the recruiters. The recruiting sector is one of the few that implemented innovative technologies to improve efficiency, processing, and overall functioning amid the Covid-19 pandemic.
However, there are challenges that must be addressed in order to optimise this shift. With more applications, the need for more resources increases, as does the need to improve the operation of individual departments to optimise the cycle. Recruiters and employers are under intense pressure to immediately adapt to the new virtual system’s issues. They are having problems evaluating and recruiting a big number of qualified applicants, especially when processes must be run manually. Many businesses struggle to create well-structured, effective recruitment processes. Stakeholders may face difficulties in ensuring effective, data-driven, and optimised recruiting and staff development programmes. Since the pandemic, recruiters have faced an increased demand in hiring activities and higher candidate expectations, giving rise to the need for an end-to-end recruitment plan.
End-to-end assessment solution for effective hiring
End-to-end recruiting involves six main stages – preparing, sourcing, screening, selecting, hiring, and onboarding. With businesses and organisations globally being forced to work remotely due to the ongoing pandemic, the need for an end-to-end solution for effective hiring is being widely accepted.
Data-driven recruitment: The key to resolving all the challenges faced by the recruitment sector is an end-to-end data-driven approach to recruitment. End-to-end assessment solutions with the help of AI can improve the efficiency and outcome of hiring operations.
Bias-free, high-quality results: By fostering objectivity in the decision-making process, employers can rely on algorithm-based predictions to eliminate bias and produce more consistent, high-quality results.
Futuristic assessment solutions: With technological advancements, there are tools available to improve key recruiting metrics. The automation and algorithm will help reduce time and many manual efforts. Going forward, talent acquisition and onboarding new staff will be a seamless process. To stay up to date, attract and retain top candidates, HR teams must incorporate or adopt new assessment solutions for their operations and applications.
Better RoI: Organisations need to invest in end-to-end assessment solutions once. Later, the system will administer both small and mass-scale hiring. The return of investment in hiring the right employees is unquestionable. The selection of the right applicant tracking system can solve many of the recruiting challenges and help streamline the recruiting process.
Lower attrition rate & better productivity: In the long run, in addition to supporting and planning the next hiring cycle, end-to-end assessments will help retain existing personnel by substantially decreasing their workload and making the hiring experience more gratifying. Another outstanding feature is its capacity to forecast problems and provide relevant solutions to teams. This improves an organisation’s appeal to both clients and employees. Recruiters can ensure better quality prospects and increased productivity for existing and new clients by tracking employee performance and potential.
Bottom line
What has been missing, is a single modular assessment ecosystem capable of bringing together the many components of the hiring process into a uniform platform that provides holistic, end-to-end assessment solutions. Investing in a next-generation digital assessment revolution will assist organisations in developing strong workforces, improving decision-making processes, and playing an important part in the formation of new businesses.