Recruiting Top Talent to your Organization – Make sure that you have a Sourcing Checklist ready:-

Recruiting as people say is an art than a job. Many recruiters still underperform due to improper ineptitude errors. This not only causes improbable mistakes in the recruiting process, but also maximizes the Organizations hiring metric capability.

Hence to succeed in Recruiting, Any organization should make sure that they have a Sourcing Checklist ready. This not only helps them source top talent easily, but also handle complex recruiting procedures.

Using a checklist in recruitment search, results in great success. The reason being the recruiter works upon the competency skill map ratio as per the checklist, which can help the organization to get top-notch successful placement ratio.

Top Strategies to be included in a Successful recruiting Checklist:-

  1. Use Key metric tools to stay on top of all recruiting assignments and make sure that you keep the ATS (Applicant tracking system) up-to-date.
  2. Define top performance indicators, by asking the hiring team to define their Work Success quotient, the person needs to handle.
  3. Create an Employee Value proposition statement as to why would an employee want this job.
  4. Prepare a channelized sourcing channel plan, which covers all channels of recruiting from social media, Blog sites, Career sites, groups, and even references. This helps in getting the best talent from multiple sources.
  5. From this build your recruiting pipeline of prospects for the future as well as for the current projects.
  6. Track the Objective metric of the Candidate as to the Hiring Objective of the department, and only when they match go ahead with the hiring process.
  7. If you feel the candidate is potential enough recruit, negotiate, and close the offer.

 

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How Performance and Implemetation of HR policies can impact the entire Company’s Growth

There is no universal success recipe for business anymore, what may be succesful at one point of time will not even work out in today’s context. But there are few intangible factors which contribute to the success of the company in a long-term perspective.HR management is one such vital factor as any company is associated with the people who are working there.

Even companies who have the best talent can fail to achieve success because they cannot work together in an efficient and productive manner.Hence many companies are investing in efficient HR departmental policies, thereby ensuring the productivity of the employees, which in turn helps the companies to expand more.

HR is about learning and a growth perspective which deals with improvement of personnel, professional skills, knowledge, organizational  climate, employee satisfaction etc.This in turn helps to implement a balanced scorecard on a departmental level. Something that is good for human resource department is good for the company in general, as it’s about simultaneously ensuring employee and organizational productivity.

This is where Strategic HR can help as they show cause and effect ties between indicators of different categories/perspectives, For example if company decides to focus on employee hire turnover rate, strategic HR along with the help of applicant tracking system will connect these indicators with other measures and goals in a balanced scorecard metric.

When implementing a sound HR Framework it is really important to keep in mind that you are dealing with people and is really difficult to measure certain human resource management things along with numbers.

HR at the end of the day is about ensuring employee productivity and retention, alongside with meeting of the organizational goals.

 

 

 

 

 

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.

Recruiting via Social Media Channels and Job Portals

Very recently, I happened to attend a recruiter’s conference in Nashville, and it was truly a great experience. I interacted with recruiters who gave me an insight on how we can use social media and niche job board portals for recruiting a candidate. They opine that it helps them in gauzing the candidate’s level of online activity.

I however, had a few observations of my own to make after the conference was over:-

  1. Social Media Curtailance by the company is futile: Companies instead of curtailing social media activities of the employees should insist on modulating a communication policy that covers all forms of employee communication in the organization as social media activity differs from organization to organization.
  2. Desktops are out and Mobiles are in: – People nowadays are constantly on the touch, wherever they go via mobile. Being an entirely new untapped channel, Service providers, job portals, recruiters should take due care that their applications can be accessed from the touch of a phone by the person.
  3. Stagnant Job portals will eventually fade away: – Job portals are in a unique position, as they can keep on their market expansion constantly. However the challenge lies for these sites, as they have to constantly keep on integrating social media activities into their website for a higher word of mouth in the social media recruitment market.
  4. Blogging is fine, make sure you ensure your authenticity and uniqueness: – Many people, organizations like blogging actively, however the challenge lies for them to maintain a neutral stance with the demography, they are operating from. Many organizations, people blog to brand their product/service/themselves to ensure a higher retention space. The core intention behind blogging is people recognize us for what we write and for how we write.

I-9 Audit= Is your company ready for it

Today recruitment process is growing at an ever increasing pace rapidly fuelled by Globalization. This in turn has turned the whole world into a massive talent pool. Location is not a problem anymore and people are found working around the clock in various geographies.

LinkedIn has become a useful recruitment tool for recruiting the right candidate as it helps in presenting our profile to the right audience. It even helps us grow our professional network and in easy information exchange in groups. It acts as an online database in knowing the profile of the companies and people associated with it beforehand.

After successful recruitment processes and induction of an employee is done, due care should be taken up in filling up of the I-9 form. The I 9 form verifies the identity and employment approval status of the employee, which is becoming an integral part of the federal immigration regulatory process.

The I-9 form process has become a crucial component in today’s organizations, and recruiters are helping their organizations in the audit process, which is periodically conducted by the Immigration and customs department, which compels them to surrender their I-9 forms to the government.

Human Resource department in Organizations, who want to keep themselves free from unwanted I-9 audit troubles, can use the following suggestions.

  1. Making sure that new employee irrespective of their work authorization status completes Section 1 of the I-9 form fully and leaves no details unfurnished. If found incomplete later, The employee has to pay the fine
  2. Make sure that the employee joining has either an employee authorization document (List A) or an Identification document (List B) or an employee authorization document (List C) in the section 2 of the form.
  3. Keep the I-9 forms separate from employee record files, as they can be demanded any time for Inspection.
  4. Create a reminder for employees working temporarily to update their I-forms periodically.
  5. Do not violate the antidiscrimination provisions of the law by treating employees who may look or sound foreign to you.
  6. Businesses/Hr departments should hand out “Handbooks” to employees which outlines the various rules and regulations pertaining to that state relating to employment related immigration laws.
  7. Hire a legal representative, who has prior experience in I-9 laws and procedures and can help organizations in reviewing all the I-forms periodically.
  8. Last, but not the least the recruitment process doesn’t end, when the new employee signs a contract, It extends to the retention phase of the employee. Properly Filled I-9 forms form a successful retention strategy in many organizations.

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