How to Adapt to the Future of Recruiting with the Hire-Train-Deploy Model

The HTD Model offers a robust solution to challenges in traditional hiring. A future recruitment trend where specific skill requirements are matched to the perfect candidates.

Recruitment scenarios have dramatically changed in post-pandemic times. Businesses are eager to hire the best talent for filling vacant positions. However, most organizations want to keep recruitment costs to the bare minimum. Attrition is one of the major challenges in  hiring  process and was at a record high of 14% in 2021. Attrition is making a dent in profitability due to the costs involved in hiring and training. The Hire Train Deploy Model commonly referred to as HTD Model is emerging as the future of recruitment.

Business organizations now hire services of hiring and recruitment firms that offer HTD model. These companies take on the role of hiring the right talent, training them for specific roles for client organizations, and deploying them at client locations. This is proving more effective than traditional hiring methods.

Traditional hiring methods

Traditionally, organizations used to rely on age-old methods to attract and hire talent. Some of these are

• Posting in the classified columns and advertising in recruitment pages of newspapers
• Recruiting through employment bureaus
• Hiring local recruitment agencies to shortlist candidates
• Referrals from existing employees
• Internal job postings for employees to move to other roles
• Approaching colleges for campus recruitment
• Participation in job fairs

These hiring methods were effective in the past. The current scenario poses new challenges in recruitment and selection processes.

Challenges in traditional hiring methods

1. Limited reach

There is a high chance that traditional hiring methods may not even reach the desired prospect. For example, a newspaper advertisement has two disadvantages. They are limited to a geographical barrier. Moreover, there is a strong possibility that the prospective candidate may not notice the advertisement. Candidates who respond may also lack the desired skillsets which call for training costs.  A recent survey indicates that 86% of passive job seekers will evaluate the company.

2. Flexibility restrictions

Traditional recruitment methods are restrictive. An advertisement in a newspaper may not contain all requirements due to space restrictions. On the other hand, postings in the digital medium may tend to get lost among other posts which keep piling.

3. Tendency to compare companies

Candidates compare the reputation of the companies in case of similar job postings. They will always tilt towards a company with a higher reputation. At job fairs, the reputed companies attract large crowds while less reputed companies are ignored. Statistics prove that 75% of job seekers are not attracted to companies with lower reputations.

4. Prohibitive cost

All traditional recruitment methods call for a lot of investment. However, the results of the method cannot be predicted in terms of the number of respondents, the quality of skillsets, and the value the hire will bring to the company. Training the candidate is an additional cost that must be considered. If there is attrition, then all the costs of recruiting and training will eat into the profitability.

5. Time-consuming process

The traditional hiring process takes a long time to complete. It starts with information about opening through newspapers, recruitment agencies, etc. Then one waits for responses, sorts through the applications, and calls for tests and interviews. Next comes training and bridging the learning curve. According to a survey, the hiring process excluding training may vary between  36 days  to 41 days (about 1 and a half months).

6. Quality issues

After spending months, the traditional recruitment process may not bring quality talent on board. Statistics show that 86% of quality talent is passive and 76% of recruiters agree that hiring qualified candidates is a challenge. In such cases, one cannot start the hiring process all over again due to prohibitive costs.

The HTD model steps in to remove these challenges.

What is the Hire Train Deploy (HTD) Model? 

The Hire Train Deploy Model (HTD Model) is a process used by highly specialized companies to bridge the gaps in the traditional recruitment process. Organizations want the most cost-efficient way to recruit quality candidates without spending too much time. Hire Train Deploy Companies specialize in hiring and training programs. The Client Organization just provides the skill requirements to these companies. The HTD Company has a pool of trained candidates that match the requirements. Thus, the demand is satisfied in the quickest possible time. The streamlined process caters to quality factors efficiently.

Advantages of the HTD Model

There are distinct advantages for any organization to engage with hire train deploy companies. Some of the most notable ones are:

1. Deployment of the right candidates

Clients no longer need to worry about finding the right candidate. The HTD vendor ensures that the quality of the candidate deployed matches client specifications.

2. Highly trained candidates

HTD Companies utilize the best, most modern, and most efficient training methods to train their candidates. These include -

• Research and Development to increase training efficiency
• Self-learning tools which can be done at a comfortable pace
• Live training sessions with instructors and mentors
• Latest case studies
• Practical industry-related assignment
• Feedback sessions

3. Quicker candidate selection

Since HTD Companies specialize in hiring, training, and deploying talent, the process of matching job requirements to trained candidates is faster. No need to incur hiring costs like advertising job postings. No need to shortlist applications or spend time testing and interviewing candidates. Deployment eliminates all training costs that the Client Company would normally incur under traditional hiring methods.

4. Constant monitoring

Deployed candidates are constantly monitored by the vendor. Any gaps are quickly filled through additional feedback and training sessions. This also keeps the candidates up to date.

All these advantages ensure that the client gets highly trained candidates who can always deliver performance immediately.

This model also proves to be advantageous for candidates. The benefits they get are -

• Scientifically researched training programs to hone their existing skills
• Constantly learn and acquire new skills
• No need to scan newspapers and recruitment sites for job postings
• Overall development of communication and management skills
• Guarantee of a good, well-paying, satisfactory job.

HTD Model- The future of recruitment

The Hire Train Deploy Model is ideally suited for the modern post-pandemic era. The focus of business organizations is on curtailing costs and increasing profitability. Time is a crucial element in every aspect of a business. This includes recruitment. The traditional methods were cost-prohibitive and time-consuming. The HTD Model eliminates all the shortcomings of the traditional model. It promises to be the future of the recruitment process. 

2COMS and its team of experienced hiring consultants source & hire talent based on client needs. The candidates are screened with the help of multiple assessments and gauged as per their experience in a certain domain and technology. These candidates are trained as per specific business requirements so that they are aligned with the processes and organizational operations. Employers save on cost and effort with this approach.

After the completion of training, the best candidates gain employment in the same technology and team. The best ones are deployed on direct payroll or offered a contract by 2COMS consulting based on their final assessment.

The HTD model (hire train deploy) model helps employers find the right candidates for vacant job positions while job seekers get to work with 'in-demand technology and also enjoy a steady pay rise!

Conclusion

The HTD Model is being embraced by an increased number of companies as the advantages of onboarding new employees are apparent. It cannot be denied that this model meets the future recruitment trend. Additionally, the approach helps organizations, candidates, and vendors to benefit in the long term.