Job portals used as a recruitment mechanism cease to fit in the dynamic job roles of today’s IT industry. These portals, once effective in finding the right candidate on the internet, have gone ineffective at a time when enterprises are battling the disruptive technologies and employable freshers. Enterprises today either look to onboard skilled employee at scale or train the existing workforce to stay competitive. Considering the speed at which enterprises require a skilled workforce, the traditional Hire Train and Deploy and dependence on job portals hinder a swift onboarding process.
As the technology disruption is on the all-time high, the problem of connecting talent to opportunities has moved from ‘finding the people’ to ‘recruiting the right fit’. We see this paradigm shift in recruiting due to the explosion in the number of aspirants and opportunities published on these portals. Also, the utility of the internet today is no longer restricted to access to important information, and your probable employee is not using the internet to look for job opportunities only. So in this scenario, hiring through traditional job portals sees two major hurdles as follows.
Issues with Job Portals
The problem of plenty – These portals connects millions of aspirants to recruiters applicants applying for even a single job position can go up to thousands. This makes it impossible for HRs to respond or speak to all of them. For instance, an enterprise looking to onboard freshers for an upcoming development project may receive applications in the range of 100-500 for each open position. So instead of looking for the right fit an HR professional might get lost sifting through resumes only.
Lack of reliable information – Although job portals use resumes to match the required skills, the industry is looking to find intelligent matches and not just matches. These portals are filled with thousands of aspirants having similar resumes making it impossible to judge the relevance of candidates for a particular job role. These portals also don’t provide reliable visibility of any hands-on experience of the candidate.
Hiring Fresh Talent on Demand
Hiring talent on demand is the process where employers can recruit trained freshers whenever they require. “Talent-on-Demand is an initiative to bridge this gap. It complements college education by way of industry-oriented, focused programs that enhance the employability quotient of students. This is accomplished by equipping fresh graduates with project/ technology specific technical and domain knowhow via customized programs that ensure their billability as soon as they join the organization.”
Image: How Talent on Demand Works!
It is also the newest style of hiring skilled talent off campus today, wherein companies get access to a trained talent-pool that has hands-on experience in the technologies that they work with. The program is expanded to meet very specific demands like conducting drives in desired institutions and training them on particular technologies before onboarding.
Conclusion
The effectiveness of hiring talent on-demand varies from different types of jobs in different organizations. But to summarize the outcomes, Talent on Demand provides a whole lot of benefits for enterprises hiring freshers. They get better control and predictability over skills they hire for and can be very specific to what they require. This helps them reduce their bench strength as these aspirants are ready to work on projects form Day 1. These aspirants are also motivated as are least expected to leave the organizations in the very first year. And the last but not the least, enterprises pay only for the candidates they hire, thus reducing expenses of placement drives or training after onboarding.
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