The latest techno-trends of social, mobile, analytics and the cloud have changed our business eco-system and with it the way HR works too. This has also changed the way hiring is being done. Right from candidates who are searching or are being searched to recruiters who are on the other end of the spectrum, trying to fill positions with the best-fit possible – technology has changed HR but it is still all about ‘the relationships’. Potential employees and job seekers are looking for jobs on various platforms using a multi-pronged strategy and through multiple modes of communication. But, relationships still rule strongly despite the technology being known for its ability for alienating relationships.

So, what is it about relationships that find strong resilience in HR even now?

Passive recruiting is a trending term for HR recruitment now. It just simply means that this technique involves tapping into talent and targeting people who don’t have a strong desire to be recruited. Passive recruiting can actually work wonders for your organization if utilized properly. The aim of passive recruiting is to build relationships, start conversations and initiate dialogues. It can be sometimes as innocuous as getting to know someone on Twitter, Facebook, LinkedIn, etc, by commenting on their posts, blogs, thoughtful discussions, etc. The key here is to build relationships and make them strong enough by getting them interested in a job with your firm.

Passive HR Recruiting can work wonders at times. Inactive recruiting, it is much simpler, since you are actively scouting for talent. In passive recruiting, it is just the opposite – you are tapping into talent pools – but in a very sublime manner. The talent you are tapping into might not even be interested in a job per se. They will definitely not be looking for one activity for sure. So, you would need to initiate a meaningful conversation and build relationships with the potential candidates. You try your best to engage them and to ensure they want to get hired for a position, you have in mind but sometimes, that will not come true. Sometimes, you would fail and have to let them go and not waste your efforts further.

But when it works out, it is for the best. This can get you the best possible candidates and you would have understood the candidates’ fitment better with the position at hand since you would have had built a relationship with them. So, relationships go a long way in recruiting success. The candidates-job fitment will be better, thanks to extended conversations, so they would probably stick around longer in the company and job offered. Remember, you hired them passively, so in effect, it means that they are not probably serial job-hoppers – that can only be good news.

In fact, people who are probably not looking for a job actively in your firm are people who might just be very ‘highly qualified’ for your firm. Tapping them might be tough but can be fulfilling and rewarding as well. HR Recruiting, in essence, is traditional, all about building relationships and initiating conversations.

Get the talks going, build the conversation and see the benefits that follow! After all, HR and recruitment are all about people and relationships.

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Every organization does want to employ a pool of talent who become real drivers of growth. Facts have proven that better the talent pool, faster the growth and success of the organization. Gone were the days when direct hiring by an organization’s HR team held sway. Today, it is more of indirect sourcing. Because spotting lies and embellishments is no easy job. It is indeed close to impossible! And if the identification does not happen, it is the only loss of costs and time not to mention the loss to the organization in the long run. With RPO recruitment, the resume of the candidate is justified. Yes, strengths are identified and right hiring decisions are taken. Had RPO teams failed to spot lies and embellishments leading to the hiring of the wrong talents, the segment would not have witnessed the boom it is witnessing today.

Look around in the hiring terrain worldwide. You will find people talking, dining, and sleeping about RPO recruiting! Such is the buzz! Is the candidate count the same every year after year? Of course not! Visualize about the countless institutes conferring professional degrees to lakhs of aspirants. Imagine about the almost equal and more number of job posts created! Does every talent fit into a targeted job post? Certainly not! Defining strengths and weaknesses and accordingly choosing the right candidates harmonizing their skill sets with targeted job positions is no less a challenge. RPO recruiting emphasizes on this aspect. And hence, the hypersonic rise of this industry segment.

Yes, hiring decisions can go wrong. Have you, as hiring managers and recruiters, conjectured why? Certainly what employers want is specific so are your hiring goals set according to top requirements. Change and innovation is the order of the day. The strategies you have followed yesterday may not prove successful today. For consistent results, adapting to change is a must! Never work based on intuition. Follow time-tested strategies, systems, and technology processes. This applies to the RPO recruitment segment as well. Because what matters, in the end, is hiring quality talent!

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