Employee Resourcing

  Disruptive changes to business models will have a profound impact on the employment landscape over the coming years. Many of the major drivers of transformation currently affecting global industries are expected to have a significant impact on jobs, ranging from significant job creation to job displacement, and from heightened labour productivity to widening skills gaps. In many industries and countries, the most in-demand occupations or specialties did not exist 10 or even five years ago, and the pace of change is set to accelerate (World Economic Forum, 2016). Video 1 - What will the future of jobs be like?  The World Economic Forum’s online Repository of Successful Practices for Gender Parity pools information on the practices that have been successfully used in leading companies worldwide to close gender gaps at the company level, as well as along the companies’ supply chain and surrounding communities. The repository suggests six dimensions around which to focus an organization’

  Traditional and newer models for recruitment and selection includes; past experience, matching attributes (‘selection paradigm’), one to one interviews, task orientated matching, competency and cultural fit ( London Metropolitan University, 2018).  Moving to a different era should be applicable for the recruitment industry itself in implanting new technologies to attract new talented generation Y into the organization. Many recruiters focus their efforts on filling advertised positions with people who have expressed an interest by applying. Some recruiters take a different approach such as headhunting within the industry or organizing career fairs which at the end would only create more effort on analyzing the resume’s one by one. Even applicants try their best to look for a vacancy by going to the career fair and depositing the resume everywhere they could to get a suitable job. Video 1 - Alternatives to Traditional Recruitment Methods  Loganesh Sivabalan et al (2014), proposes the