Digital hiring is catching up in India at a slow pace. While candidates are sought from digital platforms like naukri, hiring is still believed to the echelons of manual intervention, physical interviews and grueling skill assessment sessions at the workplace HR. It is today possible to score candidates and seek out the best candidates for a humane discussion on their views about the future and other softer issues that still require human intervention to understand. But do not agree that digital assessment is not possible to screen mis-fits for a job role on clear parameters and behavior and skill assessment tools. It’s no more about disruption, it’s about defending the digital penetration of HR processes in shortlisting candidates. And it seems that some new age entities are ready to take up the challenge
Yes, the idea is already practiced but in silos. There are tests out there that conduct either aptitude tests or psychometric tests. However, there is a need for a comprehensive model that assesses job fit.
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Hiring in the Digital age is challenging but also very rewarding. The shift to digital hiring started with online job applications, Job Portals and LinkedIn. But the process did not stop there. Now, many aspects of the recruitment cycle are being shifted online. This includes the use of social media and online presence to prospect and scope candidates and online assessments to understand the extent of a candidate’s skills and knowledge. Now these assessments have expanded to include psychometric evaluations that ascertain a prospective candidate’s ability to fulfill the demands of the job role in terms of EQ and the candidate’s suitability to the organization’s culture.
This is definitely a challenging task. How can you possible measure a human being and know absolutely everything about them including their likes, dislikes, beliefs, motivations, comfort zones, personality traits and behavioral traits. The simple answer is, you can’t. But hold on. You don’t need to either. What you need as a recruiter are whether the candidate will fit the organizational culture and whether the candidate will perform his job role as per organizational expectations and sometimes above them. What you don’t want is for someone to not meet those expectations and someone who attrites because they don’t fit the culture of the organization. So what you need to measure becomes smaller. You already have parameters that define the cultural identity and the job requirement. All you need to do now is map the candidate against these parameters. And suddenly you have something that can be measured and can be know. Yes it is still challenging. But it is very possible. The dilemma only exists when organizations don’t know what to measure and how much to measure before hiring digitally.