Resources   /   Blogs

How digitally powered recruitment process helped me hire professionals with niche skills?


As a global HR Consultant at Streebo, I am fortunate to work with a highly advanced and Digitalized recruitment system powered by AI, to onboard people with niche skills. Our research labs are continuously striving to be the leaders in digital transformation and our global clients vouch for the same. Our global HR team is a crazy bunch of techies and has adopted the digitalization in most of the processes. We have the most advanced recruitment management system built using our very own product Cloud DX Accelerator.


At Streebo we have been working on the digitization and have hosted Recruitment Management System on Cloud DXA. As, cloud DXA is an IBM automation platform which lets us quickly build applications. And on the same platform RMS has been built which has helped us to pace up the recruitment process.  The RMS hosted on cloud DXA helps us to do recruitment analysis and also store all the data in a common place, which is easily accessible in the desired format. This data aided in recruitment analytics and we could finetune our process. It provided crucial insights for recruitment, that weren’t handy before.


I did the following to reach my target audience and achieve my recruitment targets:


1.   Market Analysis:“Niche” means rare, so recruiting people with niche skills can be challenging if we don’t apply the right strategies to find such talent. While recruiting people for a specific job profile; I search for people who have specific skills, experience, and inclination. Over the years of my experience in recruiting and interviewing candidates, I would say that it is important to analyze individuals on their both technical and creative abilities and sensibilities – this aspect is something I explore in depth to create a job profile. Once I am ready with a list of requirements and qualities we need, I share it with the community or Individuals who are looking for opportunities that are closer to or perfectly match our requirements.


2.  Social Media: Social media is where all the people are. It is the best place to get directly in touch with suitable candidates. For professional purposes, LinkedIn is the go-to platform. There are several groups and communities too, where I share job descriptions and active members get immediately notified about the job position.  From what I deduce – reaching out to the right candidates through relevant platforms is the key. LinkedIn also provides an X-ray search – I find it highly useful in looking for candidates that fit the bill. Then, you can search for your perfect match from a shortlisted pool of people with skill sets that match your descriptions.



3.  Communities:Just like social media, ‘online communities’ is another go-to place. I use communities like GitHub, Kiln, Bitbucket, Codeplane, Codeplex, etc. Here I look for projects, or codes by the candidates that I am considering for a position. This helps me gauge their actual skills, rather than just relying on what is written on the resume.


WhatsApp has an impressive 1.5 billion user base. An average user sends more than 1200 messages each month. This data is compelling enough to make you exploit this platform. I get job opportunities designed for advertising them on WhatsApp and send out a message to prospects, that we are recruiting. The response is always great! We have bagged many good resources from WhatsApp. The beauty of WhatsApp is that even the social media shy individuals who are not present on any other platform are available on WhatsApp.


4.  Careers section and Landing Page: The website is another place to reach people. It is also a reflection of our company culture and brand. We have designed our carrier page meticulously with the help of our SEO experts, keeping in mind the right keywords. We design job descriptions well and sync it with our Recruitment Management System hosted on Cloud DXA. This gives the applicants a user-friendly experience and a glimpse of our digital maturity. Also, have also created a separate landing page to motivate the applicants with niche skills.


1.   My takeaways from the abovementioned exercises:



In the year of 2017 the hiring for the niche skills roles was 30% (approx.) and now after the digitization, the hiring has gradually increased to 45%. The niche skill roles we worked on this year were ETL Developer, BI Developer, Technical Architect, IBM WebSphere Commerce Developer, and Cordova Developer. Our team successfully recruited ETL Developer, IBM WebSphere Commerce Developer, Technical Architect and Cordova Developer.


Because of the inclusion of Cloud DXA, we organically grew as a digitally mature company and our global

HR team also grew muscles. Eventually, we could invest our time in the process improvements and micro management of our regular recruitment activities.


11 December, 2018

Related Posts