Recruitment is the area make major challenges in every organisation. As I discussed earlier followings are the challenges, we facing in the Rice Mill Industry on Recruitment.
- Lack of Labor Force
- Sudden resigning of skilled people
- Recruiting talented young people is harder (Lack of qualified candidates)
- Attracting the right job candidates to working environment
- Not having a strong employer brand
- Expanding candidate reach
- Difficult to attract people for jobs in Rice Mill industry
- Hard to find out dedicated and attentive employees
- Lack of young people are pursuing a career in rice mill industry
- Lack of awareness and skills
- Lack of industry trends, innovation and work place expectation
Followings are the solutions I believe to overcome from these challenges with the knowledge I got from studying Sri Lankan modern rice mills and rice mills operating in another countries.
01. By using current recruitment methods
- Outsourcing
- Poaching/Raiding
- E- recruitment
- Finding the best match
- Screening
- Using of augmented reality
- Using virtual reality
- Using video profiles
- Increasing demand for employee referrals
- Skills in demand
- Increasing use of contractors
- Using social media recruitment
02. Building a strong Employer Brand
Since majority of job seekers consider an employer’s brand before even applying for a job, if they don’t like what they see, they won’t apply or accept job offer.
By building employer brand, need to define and implement an effective employer branding strategy by compelling story about the company, showcase the company culture and get candidates excited to join the team. We can use career sites and career blogs to show the candidates that the company is a great place to work.
03. Lack of qualified candidates
A study by the National Federation of Independent Business has found that 87% of HR professionals reported “few or no qualified applicants" for the positions they were trying to fill. By creating automated referral campaigns. With just one click, can send personalized emails to existing employees asking them to recommend great candidates. From then on, everything is automated. It will automatically generate unique referral links to track who recommended which candidate.
04. Expanding candidate reach
Due to the lack of qualified candidates, employers who want to fill their open positions with great candidates will have to look beyond their employees’ social networks and local communities. By start building a multichannel recruitment strategy can find a way to expand their candidate reach in order to find those rare hidden gems.
By advertising at
local and global job boards
social networks
internal and external employee referrals
career sites
career events
college and professional networks
newsletters
forums
05. Targeting passive candidates
According to LinkedIn’s research, 70% of the global workforce is made up of passive talent who aren’t actively job searching and the remaining 30% are active job seekers. Since most of these passive candidates are interested in hearing about new job opportunities. We have to go where they are on social media such as Facebook, LinkedIn, Twitter, Instagram, Pinterest, etc, and by sharing stories, photos and videos that present and promote the company as a great place to work and invite potential candidates to attend us.
06. Attracting the right job candidates
To refine hiring process in order to attract the right job candidates from the start, we need to attract the right job candidates to apply, and discourage all the rest from applying by stating clear precise job requirement in job description and job advertisement in company’s site and highlight the perks and benefits offer to employees and feature videos about company culture.
07. Building talent pools proactively
A talent pool is a database of candidates interested in working for company. By building a talent pool, can fill job positions in less time with less money, because already have candidates to choose from by inviting potential candidates to join talent network and learn more about the company as an employer and stay up to date with company’s open job positions.
08. Providing Memorable Candidate Experience
By auditing current employee experience, and taking the necessary steps to improve candidate experience causes employers continuously communicating status updates to them.
09. Engaging with active and passive job seekers
Continuous candidate engagement will be a key to recruiting success. Candidate engagement is the process of continually communicating with candidates. Our goal is to get potential candidates interested in working for your company and keep them engaged until the right job opportunity comes up. By creating an effective long term strategies like Reply to their comments and messages on social media, send them engaging email campaigns and invite them to recruiting events for engaging both active and passive job seekers.
10. Hiring for diversity and inclusion
Source for diverse candidates by adding terms like “employee resource group” and “ERG” to Boolean search strings, along with phrases related to different types of diversity-focused networks to find diverse candidates, should also try posting jobs on diverse job boards, reach out to college and professionals organizations focused on diversity by highlighting company’s dedication to diversity. Present quotes, photos and video testimonials from existing diverse employees on career site and social media profiles.
11. Hiring faster
If want to snatch top candidates, need to hire fast by drastically shorten hiring process.
12. Focusing on data
Hiring analytics is a core business initiative that can help company achieve its business results. Most of companies see people analytics as a high priority in their organisations. If HR team isn’t data-driven and well versed in hiring analytics, missing an opportunity to help your company gain a competitive advantage in the market. By developing a data-driven mindset in hiring team. To get a clear picture of whole recruiting process, need to track and measure key recruiting metrics. Focusing on data will enable to make better and more informed hiring decisions and improve your productivity and success.
13. Adoption of new technologies
Technology is changing the world as we know it, and that includes how we hire. Modern recruitment technology offers the promise to advance and make hiring easier and more effective. While this is indeed exciting, the adoption of these new technologies can become overwhelming and scary.
14. Integrating multiple recruitment solutions
With the proliferation of different recruitment solutions, it has become necessary to integrate multiple recruitment software into a major talent acquisition system.
The points you make in the article are well taken Malaka.
ReplyDeleteIn addition, the HR department is solely responsible for the recruitment process.
Thus, they must devise a strategy to overcome this obstacle. The lack of education and training, for example, could be addressed by rice manufacturing companies working with educational institutions and universities to raise awareness about the rice manufacturing industry, job opportunities, advancement, as well as the skills necessary for employment in the field.
Thank you very much Uditha for the great idea. but it take some time to proceed. Since lot of employees are labours and they having lack of knowledge I think recruiting on the job trainings is the positive solution with this pandemic situation caused with covid 19.
ReplyDeleteGood Article Malaka,
ReplyDeleteIn your article you have mentioned one of employee attraction tactics are the career sites and career blogs to show the candidates that the company is a great place to work .Do you think HRM can involve more than proposed to increase the employer brand and What is the HRM role regard to this ?
Of course, yes Isuri. The main thing is we can’t expect a large working staff in rice mill industry which I am discussing here since the most of employees are labours and a little of them are working in higher ranks, unlike other organizations in country. So major job we are expecting from HRM unit since the administrative roles of human resource management include formulation and implementation of policies, maintenance of all employee records, HR systems, welfare activities, personnel procedure, payroll, legal compliance etc.
ReplyDeleteSince employer brand is an important part of the employee value proposition and is essentially what the organization communicates as its identity to both potential and current employees. It encompasses an organization’s mission, values, culture and personality. HRM can do this by understanding the organization’s business objectives and what talent is needed to accomplish those objectives, by Conducting internal and external research Define an employee value proposition, by aligning the employer brand with the overall company brand, by ensuring that the people and management practices support the organization’s employer brand