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Unfortunately, bad habits are a fact of life. But one mistake during the recruitment process can result in you losing out a great opportunity. Most candidates rush through the process thus making errors which always results in a bad first impression. The key to success and breaking through the bad habits starts with acknowledging that you have developed one in the first place.

Here are 5 of the most common bad habits that you can avoid to stand out and keep your recruiters happy:

  1. Using weird font:

The people reading through your resume may have to read many like yours all at once. Italic/Script/Forte or different font styles are hard on the eyes and this may result in a fatigued reader not having the composure to read your whole resume resulting in rejecting your profile.

  1. Having a resume that is not in sync with your LinkedIn profile:

LinkedIn has proved to be great platform for both candidates and recruiters in terms of recruiting. Your LinkedIn profile says a lot about your professional life. Don’t forget to update your LI profile as well before applying for any job. If something doesn’t match up, your candidacy may be rejected. Dates are a good example of where stability is expected.

  1. Saving your resume in different formats:

This might seem weird to many but is very important. Saving your resume in a notepad or JPEG format shows your lack of professionalism. Hence always save your resumes in PDF format or MS word along with your first and last name.

  1. Using generic cover letters:

It is quite easy to figure out someone who is using the same generic cover letter for multiple job applications. If a person cannot put in the enough efforts to tailor a letter to specific job requirements, why would anyone want to spend time talking to them?

  1. Missing out on contact information:

There are times when a recruiter comes across a resume that is a perfect match, and want to immediately pick up the phone to schedule an interview. But if the contact info isn’t there, the recruiter needs to put extra efforts to look for this information thus again resulting in a bad impression.

Few insider tips for becoming a successful candidate

You may be wondering what you should really do, in order to make your application to reach the top of the pile.

  • Understand the position you are applying to

In order to get an offer, you must thoroughly understand position, particularly if you are a bit under qualified. You should to do a lot of research, which can include going through industry magazines and blogs, or informational interviews with professionals who can offer advice and share insights.

During the informational interviews, understand the biggest challenges of that position. What does it take to be efficacious? Ask for advice and questions that can be expected during the interview. Your goal is to gather the details that will impress the hiring manager and convince him or her that you have what it takes to make a grade, even if your resume does not directly back that up.

  • Highlight why you are a good fit within the cover letter

To successfully attain this, start by going through the company’s website. Learn about their history and goals. Then, in your cover letter, clearly specify about how your goals and background align with the company’s direction.

Remember, at every step, recruiters would want you to succeed! If you are not successful in an interview, try to figure what went wrong or what you could have done differently. Then, use this insight to guide your future steps.

  • Ask really good questions.

If wish to set yourself apart from other candidates, you must do some extra preparation to ensure that you’re asking great questions during the interview.

You must be wondering how to ask great questions. Forget about the interview and imagine yourself in a conversation with your manager about the challenges faced and the tactics to overcome them. This is where your understanding of the position will help, particularly the informational interviews. Just this one step has the potential to set you apart. Make sure your questions are open-ended and genuinely intriguing.

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Whether you are a startup or a well-established organization, having a powerful talent acquiring strategy and superb brand ambassadors will assist you attract the greatest talent to your organization. According to few people the terms of recruitment and talent acquisition are all the same. But the fact is they are not. Recruitment is all regarding filling vacant positions, whereas talent acquisition is a ceaseless strategy to search out the proper suited candidates for the organization. Talent acquisition mainly focuses on long-term human resource planning and selecting the right candidate for a position that requires particular skills.

Below discussed few points can help you revolutionize your talent acquisition strategy!

Employer Branding

Branding of a company plays an essential role to help recruiters build a great talent pool. Your employees are the strength of your brand. Make employees feel connected to your company’s culture, values and mission.A poor brand value of a company can mislead candidates.But positive employer brand can help attract great talent. It also acts as a window into the organization, creating a view that answers most of the questions that arise among candidates.

Refurbish your career sites and job descriptions

Getting candidates to land and stay on your career page can be difficult. But this can be achieved by implementing a straightforward approach. Make your website user friendly and simpler to navigate on. Promote your career page by providing content with visual depictions or videos of your workplace to help understand things in a better way. Provide for job seekers with useful tips and recommendation or tempt them for a social media interaction like chatting or small questionnaire. In simple words make the whole process quick and easier for the job seekers to find and apply for jobs on and with fewer clicks.

Provide a hazel free candidate experience

This can play as a step to create employer branding. If you deliver what you promote, and keep the whole process transparent your employee value proposition will definitely increase. One more factor that affects it all is treating candidates in a good way, respecting their time and interest and keeping them informed at all interview levels. Candidates who had good experience can refer the open positions to more people in their network.

Social Media and Mobile Recruiting

Stats clearly prove that newer technologies like mobile applications and social media channels are key influencers for the success and effectiveness of job achievement. Investing in social media platforms and using them effectively to promote both your company and jobs can be really fruitful. Make your organization prominent on social media, where candidates usually look for job openings. For tech-savvy millennial gen mobile applications and responsive websites and career pages are also necessary to guarantee that your job postings are seen by them.

Get assistance from recruitment marketing expert

Recruitment has become a vast domain and not everyone has in depth knowledge of all the things.  But recruitment marketing experts can help you with some techniques and revolutionize your achievement marketing efforts by integrating social media, mobile and automation. Recruitment marketing experts can advise you on effectively expressing your words by using social media channels.  They can also make your career sites mobile-friendly and also search engine optimized, so that your jobs postings show up in top results when searched by candidates.

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Talent Tech

Many Specialists believe that HR has a holistic outlook on talent alignment to the business strategy. Those who follow the HR trends know that helping with “business plan” is debatable by the profession’s Holy Grail.

According to experts in organization transformation, HR is in an idiosyncratic position to succor leaders comprehend that how strategies are developed but also the important of a making strategy. HR has the tools and adroitness to aid the organization in transferring the strategy from paper to life.

In this blog, we will discuss top five ways in which new and rising technologies can help HR become more strategic.

Effectual Resumes, Job Descriptions And Recruitment Marketing Using AI Tools

Technology can aid recruiters in interacting effectively with candidates through the use of AI tools. During candidate generation, AI tools can help you draft attractive job titles and job descriptions. These tools assist recruiters to identify and market stronger candidates more efficiently, resulting in saving a lot of time and building a better workforce thus exceeding business goals for the organization.

A More Tactical Role for HR

Technology has given HR professionals tools that scale back the time they need to spend on administrative tasks, permitting them to target problems that require a lot of attention.

Before the emergence of technologies like cloud computing, Artificial Intelligence, mobile applications etc., HR was outline by heap of resumes, paperwork and an endless grapple to stay up with compliances. By untangling things from one another like data management, payroll, sorting resumes, technology has definitely upgraded the whole recruitment process by making it more efficient and accurate.

Automation Will Scrimp Time

Rising technologies are capable enough to automate almost half of the talent acquisition activities. According to a report, “highly transactional and recurring activities like resume screening, interview planning, and sourcing candidates have higher potential for automation.” However, few tasks like reaching out and interacting with candidates and hiring managers will still require a human touch.

Aid to Deal with Sophisticated Compliances

Laws and regulations are constantly subjected to changes and thus often resulting in huge amounts of paperwork, files and data. To deal with all this organizations require a dedicated IT storage system. The emergence of cloud based solutions has definitely streamlined the process. Experts say that companies will turn towards technologies to deal with compliance issues or continuous evolvement of labor laws.

Data Driven Decision Making

Data driven analysis can help HR teams to build opinions. To generate performance based reports data generated from hundreds of interactions between employees and managers can be analyzed. These performance reports help HR to identify opportunities for training. Data driven analytics can be used to create operational insights and support decision making in terms of promotions or compensation, development and success planning.

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An experienced HR fully understands the struggle of competing for talent while being efficient.

Whether you need seasonal workers, have recrudescing projects requiring skilled people, or cannot maintain a big in-house recruitment team, at some point, you may need to hire more employees. If you want to refine the whole recruitment processes and efficiently manage your talent acquisition needs, it is time to consider recruitment process outsourcing (RPO). RPO is a new concept to many companies. So what RPO is exactly and what are its benefits?

In simple words RPO is when an organization moves all or part of its permanent recruitment to an external provider. Competitive advantage and business results depend on access to the greatest talent within the market. While selecting any product or service, one of the main cogitation is always ‘how is this going to aid my company?’ Choosing a RPO provider that best fits for them, one that understands their culture, values and hiring goals, can  benefits both long and short term enormously.

The benefits of recruitment process outsourcing (RPO) are remarkable. This holds true whether you’re planning to outsource complete recruitment cycle, or only a part of it. We’ve identified the top 5 benefits of RPO. They include

Advice from subject matter experts

Recruiting and on boarding the folks to grow your business requires consistent efforts, time and skill. Seasonal demands or new projects can generate urgent and high volume hiring needs. Facing with such situations is always challenging. An RPO’s core expertise is recruiting. They can right away address your recruiting and hiring desires without you worrying or panicking.

Scaling down expenses

Many organizations land up paying big quantity of money on recruitment agencies. They also tend to spend a huge amount on online job boards which are often underutilized due to various reasons. These indirect costs are invisible but adversely affect the annual turnover of the organization.
RPO is the best key for companies wanting great talent in a systematic and profitable way. It can help reduce costs by supporting three business objectives:
1. Developing efficient and robust recruitment processes
2. Creating proactive sourcing blue print
3. Focusing on the quality hires every time.

Access to automation and tools

There are a various tools available in the market to track down the effectiveness of a company’s recruiting and hiring processes. RPO providers utilize the most updated technology and search tools to discover active talent in the market. Their buying potential can also enable you to induce integrated solutions, saving you both assets and resources.

Minimizes the Need for Advertising

Advertising can be costly. When a company engrosses with an RPO provider they radically cut back on those costs. The need to advertise is eliminated. The RPO provider assumes responsibility for finding the best talent. They reach out to candidates, instead of them coming in search of you. They are quite resourceful in tracking the out individuals.

Edging off vacancy time

The average time take to fill a vacant position, adversely impact the organization’s performance. Filling vacancies in lessened hours could be a key feature of a RPO model. Developing and driving superior talent attraction strategies can result in significant reductions in the time a role is filled. The RPO service providers are adroit and equipped at balancing the hiring pace with quality to ensure the right outcome every time.

To summarize whether you need to respond to hiring in flux, or are exploring new ways to improve talent processes, recruitment process outsourcing (RPO) is worth considering. Urgent hiring needs can be stressful. Organizations can be understaffed which results in costly consequences, like revenue loss, lower production and low staff morale. An RPO can manage inevitable peaks and it gives you access to the best talent when you need it.

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In 2018, virtually 75% of employers struggled to fill positions with the proper candidates.Unfortunately, this talent shortage is simply worsening. Research by Korn Ferry predicts by 2020, the technology, media, and telecommunications industries alone may be short over one million complete staff globally.

Talent acquisition is growing globally at an astonishing pace. Considering global professionals, 70% of people in professional services work remotely at least one day in a week.  These numbers might be a bit shocking for people who still work in a traditional work space. As we intensify our understanding of the massive increase in global hiring, we must also endow ourselves to compete effectively.

Below pointers suggest a global talent acquisition strategy.

Focus on better employer branding.

Employer branding is one of the most important feature for successful talent acquisition. Talented candidates compare companies before they apply for any position; they tend to choose the organizations which have simplest values, culture, and which promote work-life balance. By cultivating a powerful leader, you may attract higher talent and notice a lot of long-run success. Always keep your current employees in mind while developing your employer brand as they can help strengthen your value proposition.

Workplace adjustments

An impactful onboarding process can be the key to a long-term success of remote employees. It can also help establish a collaborative environment that reaches to different time zones, geographies, and cultures.Both employees and employers are in the nub of a workplace alteration. Team members can join meetings and contribute via cloud-based tools and video conferencing, no matter which place they are at.

Need of global talent acquisition

Before we act, let’s understand clearly the need, supported by a review of global talent acquisition growth trends.Businesses of all sizes let it be giants, well established or just the beginners are entering or expanding their reach in the global marketplace. The number of Fortune 500 companies based in global emerging markets is expected to exceed 45 percent by 2025, according to a research by McKinsey & Company, a management consulting firm.

According to 2018 survey by freelance website Upwork, less than 40% US hiring managers expect employees to do the majority of their work remotely in the next ten years, according to a 2018 survey by freelance website Upwork. All of these points in the same direction: With the increase in global workforce, we have to renew our commitment to cross-cultural and diverse communication. This applies to the full life span of talent acquisition, but it begins with your candidate engagement strategy.

A good talent acquisition strategy is always in transition

Designing a talent acquisition strategy is imperative to the success of your business and to ensure that recruitment as a process is conducted not merely on the need basis but as part of the strategy.

However, as you could probably discern from the points above, there is no one-size-fits-all when it comes to a strategy for talent acquisition. Instead, a good strategy is one that is designed to tailor to your business and is flexible enough to evolve as the business and market change.

To succeed long-term, you must attract and retain talented employees regardless of vacant roles. Talent acquisition will assist you to do that while solving for long-term organizational needs.

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The gig economy is by no means a new concept, but it has expanded greatly over the past decade.

Today millions of workers worldwide are enticed to the unbounded realm of independent work engagement with businesses, and this is commonly known as the ‘gig economy.’ Thanks to the transformative gig economy platforms such as People per Hour, Hire able and Upwork, freelance workers now have access to larger, more transparent platforms to ally with buyers of their services. In simple words gig economy refers to the growing number of workers abandoning traditional 9 to 5 employment in favor of working independently on a task-by-task basis for various employers.

Here are a few ways the emerging gig economy is likely to shape the future employment:

Jobs will oscillate with gig workers:

According to a survey report the number of self-employed individuals increased by over 19 percent from 2005 to 2015.When compared with different generations like Baby Boomers, Generation X, Millennial‘s are restless, agile, untiring and are unafraid to break the principles. They consider themselves as dependable, self-disciplined, enthusiastic, and always open to new experiences. This makes millennial worker’s attracted to jobs that are entrepreneurial and allows them to take ownership.

Education Assistance Will Entice Workforce:

A majority of the gig economy workers worldwide belongs to the millennial cohort and usually start working even before they complete their education.  This section of the workforce usually chooses to finish education at its own pace and plenty of – particularly women – are likely to drop out of the job market to continue their learning. This means employers providing education assistance are going to be very important perk for the millennial gig staff trying to reinforce their career continuity. A company-sponsored education is one way to make sure that gig workers remain in the labor market by being tied to a particular employer.

Specialized Skill Development:

Workers in the gig economy will more likely want to work in creative work fields like arts, content writing, construction, and administrative roles. However, with emergence of technologies such as artificial intelligence (AI), vacancies in administrative support roles such as receptionists, Customer service, data entry, will decline. This will drive the gig workers to retrain and re-skill themselves to become specialized in their respective fields. To catch up with this trend, employers too will offer specialized skill development opportunities and training programs to employees in these roles.

Shifting Mindset of Work:

The growth of the gig economy represents a shift within the mindset of people to read work. Instead of a lot ancient system where an employee works regular for one employer, some employee prefer to enter the gig economy for the flexibleness, freedom and private fulfillment that it provides them. Workers now express interest in controlling and autonomizing their career paths.

Adapt to changes

The gig economy comes with each advantage and challenges. For many workers, the enlargement of the gig economy has provided new sources of revenue and work opportunities. The gig workers also called the freelancers work without the benefits provided by ancient employment strategies; thus, they’ll end up doing social services. A growing gig economy may result in higher economic growth and increased taxes or other forms of revenue.

To summarize the whole concept of traditional work is changing. Workers no longer like to be tied to a desk all day. Millennials and Gen Z crave ownership in their work – something which is very difficult to find in typical full-time job will dominate the world of work over the next few decades.

Companies will have to adapt, too. In the era of constant change, they need to become more flexible, agile and streamlined. Having a wide workforce of permanent or full-time employees will make this increasingly difficult.

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Spotting Costly Hires and Avoiding Big Recruiting Mistakes

The pressure of getting a seat filled is always on. The hiring manager is calling you daily, the coworkers taking up the slack are at breaking point, and you just want to get it done. But finding the incorrect candidate is worse than finding none, it means having to start over again in a few months. Mistakes will prove pricey for any company, and particularly for any company’s HR department. Not only can bad hire damage your reputation, but your business will end up taking a serious financial hit, so here are top key practices to help you do just that.

Technology and Automation

Modern world is built on Technology. No matter what the job is technology and automation are anyway a part of it. Any candidate who has difficulty with the hiring process that includes advance methods like video interview, email conversations etc. will definitely have performance issues if hired.

Pre-Hire Assessments

Pre-hiring assessments can be a little scary for few recruiters, who may worry that an extreme screening process will turn away candidates early on in the whole interviewing process. Just remember that all candidates take great measures to present themselves as positively as possible, so exercising measurable assessments is a highly efficient and effective way to determine how much of that image is just illusory.

In 2014, the Aberdeen Group released a survey report which summarized the impact of pre-hire assessments, stating that 55% of companies who used pre-hiring assessment tests linked candidate’s performance level to these assessment results. These can range from skills tests, which are a great way to check a candidate’s aptitude or even there personality. Regardless of their specific focus, these add an extra layer of review to filtrate unsuitable candidates.

Making decisions without sufficient data

There are two ways in which knowledge is hidden throughout the recruitment process. The first comes from the avalanche of candidate most organizations typically receive. Traditionally, and still these days, many HR and hiring professionals find candidates from enormous stack of resumes. There is enormous amount of data to review and few might not even be eligible to consider. Pre-screening tools can help to quickly filter the pool of available candidates by eliminating those who do not meet minimum skills and job requirements.

Lazy Sourcing

How many hiring managers create the job description, post it, then expect for the talent to return to them? Do you think you’re getting the best talent when you do this? Just imagine If you’re dating do you present yourself on the walkaway and expect for the love of your life to appear? Then why do we think the job description is going to attract the “best” person for the job? The “best” talent is already happily employed and most likely isn’t even looking for a job or may be busy enough not to see you employment advertisement.

Skipping the Phone Interview

Pre-interviews, like a 10-minute phone call, are a key to optimize your time. The resume appears to be nice, but can’t always tell you critical information. It may indicate that the candidate has “excellent communication skills” for a Customer Support position, but only a telephonic interview can assure if it’s true. The need for a bilingual candidate can solely be verified by phone. Some candidates won’t embrace crucial data, like salary history, unless they get a phone call; others might no longer be available or interested. While the telephonic interview could also be a step candidates don’t like, it’s immensely useful for recruiters attempting to optimize the particular face to face interview time spent on each hire.

Hazy Job Descriptions

One of the most costly hiring mistakes is not being clear of whom you want to hire or the qualities or skill set you are looking in a candidate. Always ask these questions before drafting the detailed job description.

What key responsibilities does one expect this person to require on?

What deliverable’s will this person need to produce?

What skill sets must he or she have?

What expertise set should they need to achieve success during this role?

Minimum education qualification? (If needed)

What character and personality traits or temperament can they have to powerful, long run fit?

When you begin this way, then and solely then are you able to begin to craft the correct accomplishment strategy, prepare interview queries, and then begin to speak with candidates about the position.

Using few or all of the above strategies allows you to spot a bad hire miles away. These unorthodox interview methods ensure risk free and efficient hiring process. It helps filter Candidates who cannot follow directions during the interview process.

Lastly, these methods allow candidates to present themselves in a more creative and spontaneous way. You get all the information about the candidate like communication skills, personality and also the technical prowess even before letting him or her enter into your office, which will definitely save a lot of time and reduce chances of making a bad hire!

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