The document discusses 5 key trends changing the talent acquisition landscape: 1. Diversity hiring is becoming a priority as companies recognize the benefits of a diverse workforce. However, many organizations still lack concrete plans and fall short of their diversity goals. 2. Technology is playing a bigger role in recruiting through specialized tools that use analytics, AI, and machine learning to increase efficiency. 3. Candidates' overall experience, including those who aren't hired, is becoming important to maintain a positive employer brand and passive talent pool. 4. Online presence and social media are increasingly essential to employer branding and engaging prospective candidates beyond just job postings. 5. Advances in applicant tracking systems allow recruiters to quickly access

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Weekly Edition : 23 February: 2019
Foursis E - Corner
Recent Recruitment Trend and Job Opportunities
5 Recruitment Trends Changing the Talent Acquisition Landscape
Interview Tips
Contact - +91 9662441222
Mail - info@foursis.com
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2. Human Resource Quote
Recent Recruitment Trend
The power of Social Media
An upcoming concept in recruitment is social recruitment. Though social
recruiting is not a new concept it is widely accepted by HR professionals
who continue to implement it in their recruitment process.
HR managers and recruiters have started adopting a resume parser software
to simplify the process of hiring the right fit. But along with this recruitment
analytics solution, modern Applicant Tracking Systems can now do resume
enrichment where candidate information is taken from their social media
profiles to update their resumes.
Contact us
Call -+91 7405434608
WhatsApp - +91 8866559213
Mail us
foursishr@gmail.com
careers@foursis.com
FTS– Job across India
Management word of the week
Disability discrimination Act
Source - Wikipedia
Inthelate20th and early21st centuries,anumber
ofcountries havepassed laws aimedat reducing
discrimination against peoplewithdisabilities.
Theselaws havebegun to appearas thenotion
ofcivil rights has becomemoreinfluential global-
ly,andfollowotherforms of anti-
discrimination andequal opportunitylegislation
aimedat preventingracial discriminationandsex-
ism whichbegan to emergeinthesecondhalfof
the20thcentury. ManyoftheseActs aim tore-
ducebarriers forpersons withdisabilities inthe
areas ofcustomerservice, employment,built en-
vironment,transportation, andinformationand
communications.
List of disability discrimination acts
“Good management is the art of making
problems so interesting and their solutions
so constructive that everyone wants to get
to work and deal with them. ”
— Paul Hawlin

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Kelly Barcelos offers up five Trends
With the economy stabilizing and the job market recover-
ing, companies are often finding themselves competing
against each other for the same talent. Kelly Barcelos of-
fers up five trends you need to watch.
Talent acquisition has always been an important part of the hiring strategies
and recruitment practices for any organization. But in the last few years, it’s
become more critical than ever. After the economic downturn, there was a
surge in unemployed professionals; there simply weren’t enough jobs for
them to fill. Now, with the economy and job market stabilizing, companies
are competing against each other for the same talent – and often finding them-
selves a bit flat-footed.
That’s created a sea change across the talent acquisition and recruiting sectors
– and made it extra important for industry professionals to stay in the loop
and on top of the most current trends in order to use them to their best ad-
vantage.
Here’s five key trends that are changing the landscape of talent acquisition:
Diversity Hiring – We’ve seen workplace diversity receive a lot of attention
in recent times, and this will continue to be at the forefront in the years to
come. Companies enjoy many benefits with a diverse workforce, such as ac-
cess to different skills and fresh ideas, greater cross-cultural awareness among
employees, and more.
According to industry surveys, diversity hiring is something that over 67 per-
cent of active and passive job seekers take into account while considering job
offers. Recruiters are paying attention, with 57 percent of them trying to at-
tract diverse employees and reduce the impact of unconscious bias with prac-
tices such as blind hiring.
Associations Progress on Diversity, But Work Remains
Many organizations say they are looking to change the makeup of their work-
force in terms of ethnicity, gender, sexual orientation and age, but in the end
many fall far short. Eighty-one percent of respondents to a recent survey of
trade associations and professional societies, in fact, said they view the con-
cept as part of their group’s core values, but 45 percent admit that they have
no action plan to make it become reality.
Specialized Technology – Analytics and data have become as essential to
recruitment as they are in other areas of business. Today, HR technology is
driven by this change and includes highly customizable options for data col-
lection, analysis and reporting. Artificial Intelligence (AI) and voice recogni-
tion are coming into play as well.
efficiency and quality, especially when combined with advanced mobile/
remote access tools.
Management Tip of the Week-
Don’t Just Have a To-Do List —
Timebox It
The only thing worse than having a long
to-do list is not knowing how you’re go-
ing to get everything done. Timeboxing
can help: It’s a way of converting your to
-do list into blocks of time on your calen-
dar, so you have a plan for what to do
and when. Start by looking at your to-do
list and figuring out each task’s dead-
lines. For example, if a promotional vid-
eo of your hospital has to go live on a
Tuesday, and the production team needs
72 hours to incorporate your edits, then
put a hold on your calendar at least 72
hours before Tuesday. Repeat for each
item on your to-do list. If you work on a
team where people can see one another’s
calendars, time boxing has the added
benefit of showing people that the work
will get done on time. But the biggest
advantage of timeboxing might be that it
gives you a feeling of control over your
calendar — which can help you feel hap-
pier at work.
-Ref from “How Timeboxing Works and
Why It Will Make You More Produc-
tive," by Marc Zao-Sanders

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Applicant tracking system (ATS) solutions are already automating practically every aspect of recruiting, but these will
now combine with AI and machine learning to become even smarter. This will make a huge difference to recruiting ef-
ficiency and quality, especially when combined with advanced mobile/remote access tools.
Companies Are Ill Prepared for Digital Transformation
Driven by the ongoing digital revolution as well as demographic, political and social forces, almost 90 percent of HR
and business leaders rate building the organization of the future as their top priority. In its 2017 Global Human Capital
Trends report, ‘Rewriting the Rules for the Digital Age,’ Deloitte issues a call-to-action for companies to reconsider
their organizational structure, talent and HR strategies to keep pace with digital disruption.
Candidate Experience – Successful recruiters and TA professionals understand that a better candidate experience is
the key to talent acquisition, but the focus is now shifting to the passive talent pool. In addition to attracting new job
seekers, recruiters are trying to ensure a good experience among those who didn’t receive a job offer.
When a position opens up in the future, these candidates are more likely to be interested if they had a good impression
the first time they applied. Younger workers are more aware of employer brand value as well as their own worth, and
maintaining a passive talent pool will be a crucial aspect of successful recruitment.
Work force Summer Fling Could Set Up Race for Workers This Fall
U.S. employees are more willing than ever to test their options. According to one recent report, 25 percent of workers
might be heading to greener pastures this summer. That is likely to set up a fall scramble to find new workers.
Online Presence – For recruiting managers and HR personnel, online marketing tools are becoming part and parcel of
job advertisement today. These tools are also essential for creating a strong employer brand, so it’s time to focus on
building an interactive and highly responsive online presence to attract top talent.
Recruiters who engage with prospective employees online do better than those using only traditional platforms, but the
role of social media is changing too. Social recruiting needs to be leveraged and optimized, by communicating the com-
pany’s mission, purpose and values in addition to posting job ads and responding to queries.
Talent Rediscovery – Being able to access a ready pool of talent as soon as a position opens up, or even before, is a
recruiter’s dream. With the evolution of ATS solutions and HR tools in the last few years, this is becoming a reality.
Automated features in these systems can cut down the time, effort and resources required for hiring.
Not only do these tools help with screening new applications, but they can also quickly and accurately filter through the
passive talent pool of past applicants to shortlist likely matches for a current opening. Combined with other recruitment
marketing strategies, reaching out to existing talent makes hiring faster, easier and more effective.
Hiring Pressures Mount As Talent Supply Tightens
The global workforce is changing rapidly. Skills shortages, new models of engagement and demographic shifts, as well
as economic and political forces, are pushing companies to re-think their approaches to securing critical skills. As talent
and business leaders look to the future, a strategic understanding of the forces of change is essential.
Understanding these trends can help recruiters and hiring companies make the most of opportunities as well as over-
come any challenges created by them. This can mean the difference between success and failure in the changing world
of talent acquisition today.
Andrew W. Mitchell, Managing Editor

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Interview Tips -
Make sure you know the names of the people who will be interviewing you. Practice saying them if
they are difficult to pronounce.
Employers buy experience. Think about what evidence of achievement you can talk about at the inter-
view; rehearse your success stories.
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