Reinventing Hiring Talent

Reinventing Hiring Talent

Employees are the heart of any organization. They are the reason why any organization is generating revenues, gaining reputation, and increasing its prominence. But, what if that organization that has so many aspirations and objectives could not accomplish them? Is it because their employee isn’t productive? Where did it go wrong? Questions like these arise now and often, recent studies say that these questions could have arisen due to a glitch in the mapping of employees to the employer, in other words, Hiring.

Hiring is the most important process for any business. This is the process that evaluates the right fit for any organization. Many businesses invest enormous amounts of capital only on hiring, and that is its prominence. But, if this hiring goes wrong, what will happen to the business? Studies have shown that almost 80% of the Fortune 500 companies accepted that they haven’t hired the best talent in the market, though they know it. There are also reports claiming that almost 50% of the people who have left their jobs say that their employers do not retain high-quality employees because of their wages. At Least 1/3rd of the talent acquisition experts say that they weren’t happy with the performance of recruitment.

Hence, there lies a retrospective study on what is going wrong and propose new actions so that the existing damage can be repaired. This is why there is a need for Reinventing to Hire the best Talents.

Talk about its degradation

Jobs are more complicated than they look and hiring is a very tiresome process. The companies are changing rapidly and so is the market for the candidates. Companies turn attention towards the future and the market is stringent in eyeing towards creating a demand for the same. Hence routing the probable to the right employer is always a burdensome process. Here are some of the bottlenecks observed during recruitment:

  •  Unfocussed recruitment
  •  Unverified sourcing
  •  Lack of transparency in the roles for which they are recruiting
  •  Focus on quantity than quality
  •  Whirlwind hiring

What can be done

The talent acquisition team is not clearly defining the roles and responsibilities at the time of hiring. Most of the employees feel that the roles and responsibilities that were discussed in their interviews and that they were serving, were completely different. In order to get the right match, the hiring managers should define the roles and responsibilities of the position to the candidate transparently. Hence a close line linking between the recruitment team and the hiring manager is the prominent aspect to identify the skills to get the best match.

Many Hiring Managers recruit because they were asked to do instead of focusing on the company’s portfolio to get the appropriate candidates. Hence, the talent acquisition team should always research abundantly on what the business wants, and then draw key lines to verify the alignment of them as per the candidates they interviewed.

There were a lot of biases that many candidates feel, and there aren’t processes to eliminate them. Managers while recruiting have to only focus on what the business requires instead of going too personal into the candidates. There are technologies to scale up different processes and the talent acquisition teams should research abundantly on their availability and convince the organization to adopt them.

Recruitment has many hindrances in finding and sourcing the right candidates for the right set of jobs, and this mismatch leads to many unsatisfied jobs and grievances.

How to do:

The recruitment team should focus on how to bring more value and drive more talent into their organization. In order to achieve this, there are few key points that were dependent on:

A candidate-centric approach

Accountable Talent Acquisition team

Specialized Hiring Managers (Experts)


For recruiting any candidate for a job, it is very important to analyze and study him/her. Interviews play a major role in deciding the best candidate amongst the rest. Hence, every hiring process should be immersive, making the candidate engaged with it to make sure the candidate delivers the best. The journey of any candidate starts by applying for the job, the content they find about that job, the company which opened the job, how they approached for his/her application and the steps taken to set-up the interview, every minute thing will be noticed by the candidate which will feel him/her special for the efforts put by the TA team. Hence being a host, passing information with transparency, honesty is what a candidate always looks for, which will help any organization to retain its interests. This is where candidates, though rejected, will refer to strong candidates.

The collaboration:

Recruiting Managers are responsible to build strong teams and should be the heart and soul of every recruitment. They are experts in finding, identifying, and approaching the right talent. Good recruiting is a joint responsibility. The more time a recruiter spends on understanding the role and what specific talent and skills are required, the better the results would be. Hence, from the creation of job profiles to setting up a well-organized and structured recruitment process, and creating in-house meetings to sharing appropriate information on social media.

The effectiveness Quotient

The talent acquisition team should operate as a marketing team, creating demand and matching the demand with appropriate supply. In order to achieve this, segmentation, communication, information sharing, primary and secondary data collection will help to understand the process better. It is not the result but the process that is important which fetches desired outcomes. It was known from different studies that the recruiters who were also consumed with administrative responsibilities show less interest in hiring and spend less time with candidates which affects the quality. Hence the hiring managers should be free from administrative roles while hiring and need to understand the depth of the role they are looking for and spend more time assessing the candidate for their organization.

The specializations that the modern Talent Acquisition team should have:

Marketers– for job marketing and employer branding

Sourcing– to find the best candidates in the market and mapping them with the most suitable openings using different networks and portals

Coordinators– who take care of the processes involved in the recruitment

Technology Experts: Embedding different technologies available, to source and fetch the candidates and to make the hiring process more efficient and powerful with different high standard tools


Hiring top talent is always a priority for many organizations, but is not an easy task to achieve. The metrics are changing, the technologies are upgrading, the procedures are changing, many offices are pushing towards a permanent work from home, there are changes in every dynamics that were known to the Talent acquisition team before, but it is not the results that one should focus on, instead should focus on the process and the quality. We at HireTale, bestow to fulfill what the recruiters are looking for by creating the appropriate supply to the demand by following the new techniques of hiring.

We don’t just say we hire for you, we define it. Click here

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