Hiring is on an upswing right now, with Retail, FMCG and IT/Telecom as the top sectors with maximum talent demand. With this, the role of recruiters is crucial to screen, shortlist and onboard the most skilled professionals for their firms. And there’s where the problem begins. Most candidates’ resumes talk about them extensively but don’t portray their skills accurately, or don’t benchmark them against their peers, surmounting the efforts of recruiters.
To talk about all such hiring challenges, TimesJobs organised a TweetChat on Oct 29 with industry HR stalwarts titled, “How recruiters are mitigating skill evaluation challenges”. The questions of this chat included some frequent questions asked by TimesJobs recruiters’ fraternity. This one-hour long chat focussed on a variety of challenges and how HR pros were mitigating the same. The chat concluded that pre-assessment of candidates (as skill scores/ validation /ranking ) is extremely relevant to recruiters as they can screen a candidate with respect to his skill and thus envisage his skill fitment in the teams, improving hiring ROI. The attendees were:
Padmini Giri, Associate Vice President- Talent Acquisition, GlobalLogic
Sandeep Bagadia, Lead- Product, TimesJobs
Joseph Nirmal V, Head of Human Resources, CredAvenue
Rajiv Naithani, Chief Human Resources Officer, Infogain
Excerpts of the chat:
On being asked the top challenges when hiring candidates, Padmini Giri, Associate Vice President- Talent Acquisition, GlobalLogic replied, “The three main challenges in shortlisting candidates are lower acceptance to pre- interview inline assessments, exact matches for emerging niche skills and high salary expectations”. “The current job market has picked up a lot of momentum, and for every open role, we see a significant number of candidates expressing interest. Sieving through all the CVs and identifying the best candidates for the position is a challenge,” mentioned Joseph Nirmal V, Head of Human Resources, CredAvenue. “Sorting through the stockpile of resumes, & then selecting the best talent is a huge task for the recruiters. Resumes may not always give the right insight about the potential & experience of individual,” shared Rajiv Naithani, Chief Human Resources Officer, Infogain. And Sandeep Bagadia, Lead- Product, TimesJobs wrote, “The biggest challenge for any recruiter is not able to assess candidate skills accurately.”
“I think they are all important, however, at different points in a candidate’s experience. As the industry speeds up hiring, recruiters are looking to identify candidates based on stats and a skill-verified resume,” said Rajiv Naithani, Chief Human Resources Officer, Infogain. “It’s the combination that works the best on most occasions. While skill validation is a great data point, validation from mentors is the perfect addition, as professional references are very useful in assessing fitment,” added Joseph Nirmal V, Head of Human Resources, CredAvenue.
Sandeep Bagadia, Lead- Product, TimesJobs rooted for skills. “Skill quotient, as it accurately tells a recruiter how good a candidate is in a particular skill, and benchmark him v/s the industry.” Padmini Giri, Associate Vice President- Talent Acquisition, GlobalLogic said, “Most technical recruiters prefer skill validation through assessment platforms or technical interviews over validation from mentors”.