Last year around this time, I wrote about Birth of a Community, IT Recruiter, the article mentioned about how the community emerged over a period of time. With the increasing demand, recruitment has become refined and the refinement is visible with the evolving specializations of recruiters, like campus, channel, direct, senior, technology, tech-support, non-technology, Call center and many more. There are specialist recruiters for product companies, service companies and another set for captive units. Despite the developments in the field, recruitment is taught for 1-2 hours at MBA courses and as a process in the HRD function. In absence of a proper training either in-house or by external facilitators, recruiters have had their learning from being all over the place online with few requirements to managing the overall process to get the hired on board.
Organisations definitely need a proper perspective, understanding and learning of the talent acquisition as a system, as a process and as a business function. T his coming season is a challenge for the recruiters, as there are a lot of open positions in the junior cadres and there are minimum slots for senior levels with specific and more demanding competencies. What it means is that at the junior levels there are in search, assess, selection mode and for senior levels they are elimination mode.
Talent Acquisition Professionals(TAPs) are always learning with every interaction.
Happy Recruiters Day
Talent Acquisition Professionals(TAPs) are always learning with every interaction.
Happy Recruiters Day
