Are recruiter selection procedures really up to date?

Are companies finding and attracting the best candidates from “Generation Y”?

A recent survey of 380 senior HR directors across Western Europe, Central & Eastern Europe, Greece & Turkey, Russia and the Middle East & Africa was reported in the Recruiter magazine. The results reveal that 50% have not adapted their recruitment techniques over the past three to five years to obtain the best ’Generation Y’ candidates for the job.

Research revealed that recruitment methods currently used to find candidates include company website (81%), recruitment agencies (82%), executive search firms (71%), social networking sites (61%), newspapers/advertising (45%), recruitment fairs (43%), job boards (55%) and market mapping & talent monitoring services (22%).

Tried and tested interview techniques including competency interviews, general ability tests and personality/psychometric questionnaires have been around a while but are they the best way to select the best from Gen Y?

Undoubtedly competency based interviews are still crucial as is personality profiling and getting the right fit for an organisation, but bringing more situational examples and real life scenarios is needed. 

Even before interview there is a search and selection stage that can be far more targeted to this new generation of job seeker and includes the following:

- Online business games & online student portal
- Social networking and utilising of technology
- Offering more career development opportunities
- University programmes and partnerships
- Strong image and employer branding
- By providing better packages and being flexible

The companies that have adapted the most to meet the needs of this new, tech-savvy generation are themselves demonstrating an increased use and familiarity with communications, media and digital technologies in their recruitment and selection techniques.