A STUDY FOR THE CONSUMERIZATION OF HR IN IT SECTORS

MASTER OF BUSINESS ADMINISTRATION ( HR MANAGEMENT)

Simply put, talent is now being catered to by organizations, as if they were consumers. That means a personalized, relevant and sustained dialogue between the recruiter and the candidate, which in effect changes the very concept of recruitment, wherein a readily available pool of talent waits in the pipeline, instead of the need-based search for a single candidate to fill a specific position. The focus shifts from merely recruiting, to positioning the self as a valuable employer, and building a longer relationship with a pool of talent ready to make their next move in career, and acting like a talent advisor if needed. Consumerization of recruitment embraces the fact that it is a candidate-driven job market, and in order to attract the top talent and one needs to offer more than a hefty pay or handsome perks to win an edge over the competition. This means that the concept of ‘Employee Experience’ is now at the core of several HR functions, recruitment included. Furthermore, communication with the said talent is taking a personalized route, as opposed to traditional job listings and platforms. Thus, consumerization of recruitment means that companies now develop and execute a strategy which is part-recruitment and part-employer branding in nature, and by doing so, create a value proposition for potential candidates, recruit them, and retain them. An integral part of this concept is the use of digital technologies, especially accessible through a mobile, to facilitate ease of communication. For the HR, the challenge becomes to convey the core values and expectations of an organization, through a new medium, and to a new audience

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