How much time do you spend searching for a right candidate? How do you allocate the budget to make new hires? Probably more time and money than you need to be. With high costs and time associated with talent acquisition, your company cannot afford to ignore these recruiting tips. Here are three recruiting tips that will speed up your recruiting process.
It is difficult to imagine a life without social media. Similarly, a business without social media, a big NO! In this world of Social Media Marketing, a business spends a lot of time thinking about how can they use social media to attract customers and increase their fan following. Social Media not only helps business or organizations attract customers but also to connect with the potential candidates essential to the company. Social media has transformed the way people work, communicate and even, search the potential candidate for the organization. Gone are the days of ‘hard to find’ talent. Now, social media has made it possible to contact potential candidates directly. Posting job opportunities on social media platforms is less expensive than the use of specialized publications and paid websites. Traditional resumes are almost on the verge of extinction. LinkedIn, Facebook, Twitter and Google+ profiles are the new resumes to be evaluated.
How do you find the right people for the right job? How do you know the employee will be effective and productive in the long run? Hiring good employees and ensuring that you get the right people in the right job is difficult. Whether a big or small company must always take necessary steps to try and make sure that they are hiring the best employee for the position available. Here are seven proven steps you can implement to hire the right people in your organization.
Ever imagined what will happen if a husband and wife both are Human Resource Expert. And, what if they start interviewing housekeepers. How will the conversation take place between them? Come on, read on.
Job Description (JD) is an essential step towards attracting the right candidates or I should say, the top candidates. Does your job description stand out to attract top talent? Writing a great job description is a first step towards attracting top talent to join your company. A good job description not only attracts candidates but the right candidates. Writing a great job description is not easy. And no, you just cannot copy paste it from Google! Writing your own and unique job description will effectively communicate your company's requirements and available positions for applicants.
When hiring the best person available for a position, rather than the best person who applies to a job posting, requires a different type of recruiter and a different type of recruiting process. In 1990 when Stephen Covey’s book, The Seven Habits of Highly Effective People, was published it seemed like a good framework for bridging this gap. Here’s my take on how to be a great recruiter using the Seven Habits as a frame of reference:
Human resource is one of the biggest assets for any company and no doubt, this asset while acquiring requires huge cost and time. The cost of simply hiring the right person can be huge. No, I don’t want to explain the costs involved in hiring a candidate, but I do want to talk about how you can cut these costs. What is Zero Cost Hiring?
Women domination in HR space is well researched, debated and followed closely by many across the globe. And like many before have questioned why and what makes this HR equation and women work so well? HR is quite often considered as one of the most predominantly female functioning streams in many organizations. Over the years, we have seen a gradual feminization of the HR function. HR is perceived as ‘soft’ while sales and finance are ‘tough’. Women are expected to exhibit softer skills while men are expected to be more decisive. We are not being stereotypical in any way or confirming gender roles, but this is what usually continued and thought of.
Choosing between the human interviews or written tests has long been a subject of debate amongst the HR Professionals. In my opinion, both are interrelated and interdependent. It is quite difficult to give preference to one system while putting other on the back because I myself have found both the options suitable in judging men and women of abilities depending on the situation. This piece is an endeavor to give readers an insight on both the methods and readers will decide which one they want to opt. It depends largely upon the Nature of the Job - The decision of whether to take tests or conduct interviews depends solely upon the nature of the job. In case a company tends to hire a grocery clerk, the test may be a feasible option as it is most relevant to the requirements of the job. On the other hand, for some strategic level job i.e. hiring some International Relation officer, companies conduct interviews, as tests are not the right option to test the skill level of such candidates.