Recruitment Trends in Management Schools for MBA Students

Companies all across the world are looking for ways to cut hiring costs. In such cases, companies favour social media as a recruitment tool that promotes worldwide mobility. In other words, hiring is no longer the traditional way; instead, digitalization of the recruitment process has emerged as a cost-effective employment strategy.

It necessitates the use of artificial intelligence for social media recruiting. Companies utilize AI (artificial intelligence) to create job descriptions, assess candidates, and conduct virtual interviews. Augmented reality (AR) is transforming the employment process by enabling virtual workplace tours and unique events.

Further, companies develop short-form videos and share them on social media platforms like Instagram in order to attract job seekers. These movies serve as effective venues for communicating employment opportunities and corporate culture to MBA candidates. Furthermore, firms are collaborating with under-represented groups and industry-specific communities to improve inclusive recruiting practices.

MBA candidates from emerging economies should take a longer view of these developments, and business management schools should widen their corporate relations focus. This is critical to ensuring that MBA candidates are properly prepared for both the national and international job markets. This requires a mental shift among MBA aspirants.

As a result, in order to create a global mindset in MBA applicants, business schools must instill essential managerial competencies. This is critical for future leadership positions in national and multinational companies. MBA candidates, as future global business leaders, must be more mobile, ready to work, generate novel ideas, and lead initiatives from all over the world.

Traditional techniques, such as online application systems, typically require more effort and provide little insight. It necessitates a new form of application submission. A new form of candidate relationship management is evolving, in which it will be easier to register interest before committing to a lengthy online process.

Preparation for the digital recruitment process

MBA candidates should follow early-stage employers on social media. They should engage with them and begin a discourse about what they want and expect from the candidates. This will prepare MBA aspirants for interviews. MBA candidates should follow early-stage companies on social media. They should interact with them and start a discussion about what they want and expect from the applicants. This will prepare MBA applicants for interviews.

How MBA schools can cope with up

MBA schools can use social media platforms such as Facebook, LinkedIn, and Twitter to promote their hiring processes. L'Oreal is the quintessential example and case study for recruitment. It used social media platforms to showcase its culture, leadership and corporate culture to attract job seekers and the initiative was extremely successful. Using social media to showcase culture, leadership, and mutual caring has a greater emotional impact on job searchers. Job seekers are more inclined to apply to such firms. This assists both job seekers and recruiters. Job candidates understand the company's expectations and cultural standards, and their beliefs align properly. Recruiters draw more relevant applications from job searchers, allowing them to locate the best prospects for their firm. This will give a completely new level to talent sourcing. It is far less expensive and time-consuming than standard employer branding initiatives.

Rather than having a strong linked profile, it is more crucial to interact with companies through their pages and groups. Connect with individuals in positions you want to be in, get referred to them, talk to them, and get noticed for your enthusiasm for the brand, business, and principles. Furthermore, simply liking company content is insufficient. It is more crucial to interact, participate, ask questions, and join their community. All of these activities will increase your network and visibility on social media.

Connecting, interacting, and sharing your interest with alumni is incredibly beneficial in terms of expanding your network. Employee referrals imply that you must be in the hearts and minds of your network at all times when opportunities arise. To accomplish this, you must work on your professional web profiles. Use carefully selected keywords in your profile. MBA candidates for job search must take a deliberate approach to their online presence, engagement, and job hunt. They will have to contact managers or recruiters for information, as well as participate in associations, clubs, group events, and offline activities.

Dr. Ajay Kumar Gupta
Professor