How to make sure that you retend the best talent for your company and simultaneously ensure Company expectations

Every candidate will be having his own choices, before joining any organization. The key lies in forming the right association between the culture of the company and the frequency of the candidate. If frequency is lacking in either side, it can lead to employee disengagement from the work what e is doing. Human resource departments should take a strong stance to ensure that employee and organizational productivity go hand in hand. This can only be ensured when candidate is known of the expectations; the company has towards him, which makes him clear on his career path.

Retention of a talented employee is a herculean challenge, and many companies are insisting on Open-door communicational policies and flat organizational cultures, with lesser hierarchical levels. This ensures in bringing about a uniform consistency in the individual.

Human resource personnel’s have now taken several initiatives to promote employee branding, talent management, learning phase execution which in turn is helping the employee to deliver a lot in terms of his qualitative output.

Hr personnel’s have now started using several training and motivational seminars, which helps to enhance in

  • Building and leveraging an employee’s talent.
  • Easy Information and communicational exchange between employees and the management.
  • Using technology as a partner to engage and get the best prospective employee through Social networking channels and to gain a positive insight from the people.
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Measure your Quality of Hire

Quality of hire is directly interlinked to the measure of how well a new person meets the performance needs of the job. The performance management process of the job and the candidate involvement is very crucial here.

When should you measure quality of hire?

Try measuring your quality of hire in 3 interval stages mainly

  • Before
  • During
  • After

Based upon this we can know, whether our hiring decisions were accurate or not and is comparable to measuring the hiring quality as per the industry standards. Compare a candidate’s past accomplishments to what needs to be done on the job across a rating factor scale.

Some of the factors include technical competency, emotional intelligence, and motivation to do the required work. The evaluation is based on asking candidates to provide detailed examples of accomplishments that best relate to the actual performance objectives of that position.

This performance based approach to measure and control quality of hire is possible as it meets a lot of organizational key needs. The biggest advantage is, that it’s not that difficult to implement and can be easily tracked from a process control and feedback standpoint.

So plan out your hiring objectives and go for it.

Hiring Process- Make sure that your hiring metrics are above excellence

Hiring forms an integral part of every organization. But what organizations miss upon the subtle point is that of the quality and the excellence of the candidate. Hiring Metrics depends from vertical to vertical, but the point that should not be missed upon is the quality of hiring’s happening. I consider a few given metrics of mine very effective for hiring and staffing the best candidate, irrespective of any given vertical.

  1. Determine your hiring process and make due changes: – Hiring processes and people involvement differ from company to company. But make sure that hiring activities are spruced to the best level possible by implementing benchmarks. This can help you in positioning your hiring standpoints to the optimum.
  2. Break the recruiting activities into multiple levels: – Start by breaking or sub grouping the recruiting and staffing activities into multiple levels. This helps you to figure and channelize on things, which are working and which are not. This helps to allocate your budget correctly on multiple candidate sourcing channels.Staffing activities done online, job portal selection will work for some stances, whereas telephonic recruiting might work for some. Take due care that budget allocation always means higher ROI for the company.
  3. Candidate Hiring Accuracy= Hiring accuracy of a candidate can be determined after he joins the job and starts performing on it. This helps us to gauge his knowledge levels and output productivity levels. This not only helps us in predicting the output of a person but also in the hiring decision undertaken by the company.

Recruitment via Online Forums!! The key lies in Strategizing and positioning yourself

Social Media recruiting via online groups and forums is the new trend. Being a cost effective method of recruiting, it helps companies to showcase their virtual domain presence and helps in higher brand retention component. Companies are thereby using this strategy to create online case study forums, wherein potential recruits are given an opportunity to give their best solution to a situation.

Based upon the type of solution provided, Companies take the recruitment activities to the next level. However some new entrants are left in the lurch as they are not able to express their views or opinions as many would already have given their solutions.

The best suggestion for people in this stance, which I can pass on is, Try being neutral. Don’t go “Information Overload” to impress the company. Never keep apprehensions that there are others experienced than you who are discussing. Remember the fact that in online forums, you create a distinction for yourself for the knowledge you provide. “The shorter the better” adage holds well here.

One key to success in Social media recruitment and getting yourself shortlisted is to follow the chain of discussions happening. After thoroughly analyzing the “Pros” and “Cons” of the discussions, express your viewpoints. This helps in creating a right rapport between yourself and the other potential employees.

Lastly Take care that the network, where you are discussing the thread is fully updated, which helps the recruiter to get your complete details easily.

Recruiting with Twitter? Plan your objectives and go for it

Twitter, some might say it’s the best and others do not have anything to say about it. But the fact remains that it is attracting a vast population of Internet users day by day. Twitter being a social networking and micro blogging service allows you to reply on “What are you doing?” by sending short text messages which are 140 characters in length to your friends or followers.

For a recruiter, Historical tweets data can help to gauge the potential of an employee beforehand. Snap Bird a free tool service helps you in finding other people’s Twitter messages posted much further back than what’s archived in the results of Twitter search itself.

We just need to know their Twitter username and type that in the “Who” field, which displays us the entire search results.

So what can we learn from someone’s old Tweets. For starters new to staffing and recruitment, I would add that reveal a lot of tidbits about their work, thereby giving us plenty of competitive intelligence.

Very often in Co-Tweeting with their friends, they reveal the usernames of friends, co-workers and even their managers. They often tweet a lot of their likes, Dislikes which helps us in gauging the psychology of the person before hand itself. However do not go too personal on Tweets of a person; there might be an entire new dimension to his tweets.

What else can you think of, when you are Recruiting via Twitter?

Don’t go by Numbers in the Social Media Maze, Not every follower can be your potential buyer

Social media is the new face of Business Recruitment. Companies project a positive image of themselves as they are under the impression that having a good projection will help them in higher brand and recruitment equity. When we say of Brand and recruitment Equity, people in the Internet Advertising business just say that it is a persuasive form of marketing, wherein people build networks, send referrals and attract new people to join their business.

People say that Social Media Recruitment is all about “Conversation and the projection”. However perception among people is that since Social Media is a form of marketing, doesn’t that partially include promoting your recruitment and business activity as well.

All said and done, you can spend days upon days in Social Media, The challenge lies in converting them to a lead. Posting links to blogs, tweets, and updates doesn’t mean that you are indulging in Social Media, The challenge lies when you think above the ordinary to exceed your expectation in it, as it is not just “all about the conversation.”

Social media Recruitment for few Staffing companies is like targeted marketing. The conversation happening around recruitment and job openings is important and will help your company grow if you are chatting with people in your target market.

Trick in the Social Media sites like LinkedIn lies when you have an active 50 friends or followers group who keep on exchanging information, updates than with a 50,000 profile group who do nothing.

So if you are thinking about entering the social media channel, decide what you want to accomplish and the plan out. If you want to sell your products or promote yourself choose your friends and followers carefully, by inviting them into your inner circle, so that they pass on the message to people with the same interest.

Channelizing LinkedIn’s Potential.

Yesterday, we were talking about how to potentialize on the power of LinkedIn groups. Today I want to take the discussion ahead on how to channelize your LinkedIn account’s potential to its fullest.

You can add a few points mentioned below in your LinkedIn to make your job search activity more effective.

  1. Update your profile completely: – Take care to update your profile completely, and include complete educational details, past and present employers, professional recognitions, awards and the keywords related to your job and activities. Include recommendations from people who are known to you. Do share your complete contact details so that the employer can easily contact you.
  2. Network Building: -Try adding people who could hire you, or even help you to refer a job. Your networking list must be strong enough to showcase your profile on the top, so that they can be easily listed on the top searches, which helps recruiters to easily find you, when they are looking for potential candidate hiring.
  3. Interview preparation using LinkedIn: – LinkedIn helps you to research on people and companies, who will be interviewing you beforehand. This helps us to prepare for the job by speaking and networking with people on the same job roles and thereby prepare ourselves for the interview at ease.
  4. Joining and Participating in LinkedIn Groups: – Joining and participating in LinkedIn groups as discussed before will help recruiters identify you easily. This helps in building a larger contact base of like minded individuals from your domain.
  5. Job Search options: – LinkedIn’s job board function helps us in directly applying or mail the hiring manager. LinkedIn even helps us to write to companies, recruiters based on job postings we like, with our complete list of details.
  6. Follow and Identify Companies: – LinkedIn allows us to follow and identify companies. This option can be done from industry, geography to better expand you network. Through this option we can come to know how many hiring’s and recruiting activities have been taking place in the company recently.
  7. Create and promote your blogs / articles /webinars/ other social media networks like Slideshare etc optimizing them on LinkedIn.
  8. Last but not the least, update your profile regularly, this helps in getting better exposure, as your profile update will be visible to all the people in your network. Include Social Media Links on your profile, this helps recruiter to analyze that you are a media-savvy person. Include your LinkedIn profile link in all your e-mail correspondences, to better grow your network.

The Power of LinkedIn Groups

LinkedIn continues to be the new face of Professional Networking. The buzz in Social Networking is still inclinated towards Facebook and twitter. However LinkedIn has come up aggressively in the networking segment by enabling more applications in their user interface.

If you are into Corporate B-2-B marketing and communications, and planning to venture into social Media, LinkedIn would be my first choice. The reason being its transparency. You can know who the other person is based on his profile, and can find out more information about a company. Even better the Discussion forums helps us to exchange and discuss topics, news and trends happening around in an industry or in general.

Here are some observations, why using LinkedIn Groups can be a win-win situation in generating brand recognition and even help you in delivering higher lead- gen opportunity to your Organization.

  1. Higher Privacy Features: – LinkedIn unlike Facebook is enabled with a higher privacy feature, which if enabled cannot be picked up by Search engines. As a side note, one thing we notice is that we can keep our groups private, by which the number of people who join remains a manageable size and we can control who joins the group.
  2. RSS Feeds– LinkedIn has an option for aggregating the RSS feeds into your mail. This helps us in picking up feeds as and when they appear on the group. You can even subscribe to relevant groups, profiles to create and engage in forums, discussions. This helps in creating a higher credibility to yourself and your brand as you are actively participating in it. Chances of you getting recruited are also quite high as companies want innovative answers, and yours might be the one they are looking for.
  3. Active Discussions: – Part of LinkedIn groups feature is the discussion session, which allows you to discuss on any new features, product updates, inputs etc wherein even the audience actively participate. Through this, we can learn and implement changes which we feel are necessary. The only catch here is “Don’t try to manage too much of the conversation or people will stop contributing.”
  4. Company Profile: – While you are actively engaging in LinkedIn in discussions, also check out your Company and Competitor profile pages in it. There is an enormous amount of data, people can find on this page and someone needs to constantly update and validate it. Let’s accept the fact that LinkedIn becomes the Online Brand Face of your company.

How to channelize your Corporate Website into a Recruitment Portal

Organizations today are primarily concerned about making their website a brand identity to the economy they operate from. Many opine it reflects to people and the society, what the company is all about and to whom is it catering to. This has created a buzz in Organizations, which are insisting on creating a higher retention and awareness to people, when they visit their websites.

Web 2.0 experts say that “The base point for any organization when it is planning to attract new personnel should be its own corporate website and the blog. This showcases the brand value of the organization as every employee is actively involved in it”.

Organizations are tailor making their websites into micro sites, so that the recruitment details can be easily distinguished by a potential employee. With the corporate website branding segment growing aggressively in today’s context, it is all about “Targeting the Right Communication to the right audience.

Corporate websites should try to reflect the philosophy and the work culture of an organization. The intention behind it is to motivate potential employees, and be able to quickly identify what kind of job, information, and association they are looking for. This helps in getting the right candidate information at the right time, thereby providing the required association between the person and the company.

Corporate websites also serve a niche purpose of pre-screening the candidates before itself, when he applies to the job. This helps the recruiter in selecting only the best talent for the company, which in turn helps in higher cost effectiveness to the company.

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