The first thing which comes to our mind when we think about recruitment is ‘facing an interviewer’. But because of the dot com boom the process of recruitment no longer has geographical limitations. A person sitting in Delhi can recruit a person form Mumbai to work in Bangalore Office.
Social Networking sites have added more fuel to the fire. Orkut, Facebook, Myspace, Flixster have been the topics of discussion for one and all. Apart from reuniting with friends, posting pictures these sites have become a vital source of information in the recruitment circles. Companies are using these networking sites to know more about the personal lives of the applicants. The activity of the applicants helps in determining the personality of an individual. It also throws some light on various social connections and other acquaintances.
LinkedIn is the new entrant in the cluttered arena. It has given a new dimension to the concept of social networking by focusing on Business and Professional Networking. It is being used as a new recruitment tool by many companies. SAP is using LinkedIn to help its integrators recruit SAP consultants. This is the first collaboration announcement following a strategic relationship announced in October 2008, when SAP Ventures, a division of SAP, invested in LinkedIn Corporation.
I keep on wondering what would be the next big revolution in the world of recruitment. Give an idea Sirjee???????? ;)
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nice post :)
ReplyDeleteEven though there are some new ways catching up like social n/w sites and LinkedIn but still 70% of the recruiters are still following old conventional way......
GD's and then PI
sometimes deserving candidates gets eliminated in first round only.
There is an urgent need of new ways of recruitment.
hope u can someday give a new dimension to this..... :)
wish u loads of success in future
Once again a good post and wonderfully scripted.
ReplyDeleteI would rather prefer the conventional part owing to the one to one interaction part of it. social networking sites are in vogue now a days but with the increase in influence , the modifications in profiles are also being done projecting a different image of any individual. In spite of the fact , its well accepted that application procedure and information flow has definitely been boosted up by the e-revolution.
But this stand of mine does not support the traditional GD/PI way as in this way there are many instances where the disruption of merit is being witnessed.
Talking about changing the way of recruitment one can also go for another approach which is to improvise upon the skill set of the HR personnel which will make him/her competent enough to know the inherent qualities of an individual.