Manage Candidate Relationships – An approach to handle Talent Acquisition issues
My brief stint in “Talent Acquisition” (recruitment) field gave me exposure to an entirely new area, which I had not ventured out before. I could observe, the various working styles of recruiters, interacted with them on a daily basis, understood their problems, and the way they tackled them. I also got an opportunity to deal with a number of recruitment vendors and their recruiters as well, to understand their issues and motivations. All the exposure and experience has made me immensely rich in my understanding of the job market, candidates, recruitment companies, organizations recruiting people and lastly, the recruiters.
I have seen these recruiters toiling to continually run this mammoth ‘recruitment’ engine for feeding the ever-increasing appetite of good, employable, retainable and productive candidates for the organizations they work in.
How to Induct and Orient New Recruiters in Your Team
In this generation’s workforce, quality talent may come and go in a split second! Your recruiters are part of the same workforce. Ensuring that your recruitment process runs seamlessly without a hitch, it is critical that your team feels motivated and part of the bigger organizational goal. It becomes all the more important when you have new recruiters joining your team.
Here are a few of the top tips to effectively get your new team members started on the right note:
Tips to Hire Cost-Effectively!
Hiring costs and time-to-hire new candidates can increase quickly. One must consider these low-budget hiring strategies for better results.
- Boost your careers page
- Hire via social media
- Leverage employee referrals
- Use video-screening methods
- Structure the process better to reduce employee turnover
According to a study conducted by SHRM, “the average cost-per-hire is around $4,129.” This ends up becoming an add-on for companies who are planning to fill multiple positions in the entire year.
Is the Recruitment Team Accountable Only Till Joining?
Now that’s debatable! The moot question is – Where does the demarcation lie between the recruitment and the onboarding process?
If you ask me, onboarding actually starts during the recruitment process, when you are interviewing and assessing the potential hire and extends well beyond the usual probation period of 6 months!
How are we devising an effective feedback mechanism to know the effectiveness of our recruitment processes?
5 Tips on Attracting the Best Campus Hires!
Want an influx of fresh breeze? Looking for employees who really can bring change? Are you ready to adapt to the needs of your young customers? Inevitably, you need to rely on campus recruitment for filling in the above gaps. Campus hiring is the closest interaction an organization can have for fresh minds!
Here are 5 tips which could make your campus recruitment work better:
Offer to Join Ratio: It’s Not Only About Compensation!
They say “no us, without trust”…For ages now, Trust is the moving force behind our emotional, material and survival exchanges. Our instincts, choices and relationships spring out of confidence in self and others.
If such is the power of Trust, then how will it not impact the employee-employer bonding?