The Indian IT sector is growing at a blistering pace and the demand for executives has increased manifold. The emergence of new technologies and the fiercely competitive landscape baffles the recruiters using traditional practices in the war for talent. This article discusses the emerging trends and emphasizes the need to develop an overarching framework of recruitment by considering the individual, organizational as well as societal perspectives.
Modern
organizations are facing unprecedented challenges of change. Globalization, technological
innovation, the transition to a service economy, rising expectations of the employees
and the customers as well as the need to become ethical and socially responsible
are changing the architecture of organizations and also the way people are managed.
Most organizations are trying to cope up with new business realities by redesigning
their organizational structure and process and changing their focus on people
management. The provisions under WTO and concomitant political, economic, and
social factors are propelling changes and defining the contours of the 21st Century
organizations (Singh & Bhandarker, 2002).
The
function of HRM has also undergone transformation. HRM has emerged as the most
important area under Management. In the field of HRM there have been a number
of changes and these developments have been documented properly. The erstwhile
Traditional Personnel Management has been transformed into HRM, which has now
become the integral part of the overall business strategy. In this new paradigm,
people occupy center stage in achieving sustainable competitive advantage.
In
the new millennium, the key to achieve organizational excellence through HRM involves
recruiting, utilizing, and retaining talent. Recruitment as a strategic lever
is intimately linked to all other subsequent HR activities. (Iles & Salaman,
1995). Every business needs top talent at every link because the business will
be as strong as its weakest link (Chowdhury, 2002). For understanding the intricacies
of recruitment both individual and organizational perspectives are to be considered. |
