Popular Sources of Recruitment

Recruitment is a challenging task, and many people are left in the lurch when it comes to finding new sources of finding potential candidates. However in my point of view, there are ample sources of recruitment sources available, which can be used by the recruiter to select the best candidate.

The most popular sources of recruitment are :-

1. Social Media Recruitment
2. Incentive based referral program
3. Community recruitment
4. College recruitment/placement
5. Talent sourcing in the crowd

• Social Media Recruitment :- One of the most popular sources of recruitment currently. It has grown tremendously because of its ease of use, multiple sourcing channels and low cost of usage. Recruiters now are able to double up as online reputation mangers and get the best talent for the hiring manager or the company, which they are working for.Social media also helps in getting the best talent for the company as we can get to know the likes, strenghts and any other special characteristic possessed by the individual.

• Incentive based referral programme :- This is one of the frequently used sources of recruitment, wherein Organizations ask current employees to recommend skilled and competent employees within their network to expand their potential pool of candidates.If the candidate is duly selected the person referring him duly receives a small percentage of payout from the organization.

• Community recruitment :- Many organizations follow community recruitment programs, wherein they hire people from within the community they are catering to. It is a way of maintaining corporate social responsibility. It also has the ability to build a superior workforce, with great loyalty and low turnover, at a reduced cost.

• College recruitment/placement :- College recruiting includes internship or rotational programs to give students a taste of real work as well as a way to evaluate and assess students for potential recruitment as regular employees. There are many other elements that could be added to this list, but the idea is not to create a list of everything. It is to show , what happens if all of these elements are combined to create a bulletproof, flexible, and expandable ability plan to find good talent.

• Talent sourcing in the crowd :- Very much similar to employee referral programme, but works in a broader group of network to recommend and select candidates with the right criteria. Common examples are Facebook pages, Groups and twitter etc, which promises to be a rich source of candidate selection in a targeted audience.

 

 

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?

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.

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.

Presence of Social Media in the Recruitment Industry

It’s a well known fact today that the internet has grown out of leaps and bounds, but what is adding more mileage to it is the buzz happening around social media. Social media is the in-thing say people as they happen to spend much of their time on these channels to interact and get connected with friends or contacts.

But the buzz has picked up big time from social media networking to professional networking which has taken a step ahead to online recruitment and hiring.

Twitter, LinkedIn, Blogger, Facebook etc have become a professional and widely used online recruitment tools in the present scenario, wherein these professional networking channels have become a source of personal branding channel for every individual.

But we at TargetRecruit intended to make professional online recruiting to the next level.

Hence came the successful product called as TargetRecruit ATS, wherein we designed and built in our own successful web based recruiting software exclusively meant for managing staffing needs for the purpose of small, medium and even large sized companies.

The applicant tracking system makes sure that all the staffing, coordinating and planning needs are managed and deployed within the software itself. This not only helps in managing the staffing needs but also helps in minimizing the recruiting and staffing time for the company, thereby enhancing the productivity of the company.

You can also get in touch with TargetRecruit to know more, on how we as a staffing based service provider can help you in your staffing based solutions.

CRM based Staffing & Recruiting

“Build efficiency into your Hiring Process”

The principles of the CRM based model are straightforward: an intense and constant focus on understanding, servicing, and communicating with customers and candidates.

TargetRecruit, a CRM based Applicant Tracking System, built on leading CRM system, salesforce.com utilizes this unique staffing & recruiting model. TargetRecruit will help  you

– Increase the Quality of your Placement.
– Reduce your Cost of Operations.
– Make intelligent business decisions using Customizable Reports, Dashboards and Analytics.
– Integrate with Social Networking websites, Job Boards and Recruiters Networks.
– One system to run Marketing, Sales, Recruiting and Accounting.

To know more about how we can help you in Streamlining your Staffing activities, please register for the webinar at https://www1.gotomeeting.com/register/923528040

Decrease hiring costs in an Organization by implementing the Applicant Tracking System

Present day organizations are relying and emphasizing on the fact that using multiple computer software’s for storing their data, information records, and documents helps them in the long run.

The norm in the industry is that implementation of some software’s are an efficient and easier way of keeping track of daily and constant changes evolving dynamically around businesses. To prioritize this, few leading companies are utilizing software’s centering on recruitment and staffing, which has helped them in making tactical and strategical business decisions at ease.

An applicant tracking software is an online portal service that keeps tab of the various recruitment happenings like new job postings, candidate availability, references, application status etc. These form an integral component in the hiring procedures in an organization.

Some people in the Industry also call the ATS software as a Comprehensive Talent Management System, as it is used by people from both employers as well as potential employees for multiple purposes. But what makes the applicant tracking software so unique is the fact that it is easily customizable and most importantly the user can familiarize themselves with the application very quickly.

ATS being a fully automated software helps businesses to generate, track and manage records and files of the hiring process completely. Being system generated they are even able to keep track of minute details which has time and again proved for organizations using the ATS as a highly cost efficient and effective hiring process software.

According to recruiting companies, this software is a personalized solution for keeping all their hiring records in one place. A lot of companies nowadays recruit online and online recruiting software’s are the perfect solution for their staffing needs.

Businesses are aware of the fact that having an ATS is similar to having free additional help 24/7/365. This not only helps in streamlining your work but also in channelizing your key result metrics into quantifiable outputs. The applicant tracking system helps in reducing the stress of running the business and helps to grow your business into a successful corporation by easing the process of hiring employees who match the right job profile.

With the ATS, a dreaded mass recruitment drive of what seems like scrutinizing thousands of resumes and deciding upon them, hardly now takes matter of minutes. This is the success rate at which a business can easily sort through their applications and quickly choose those who best qualify for the position and quickly move onto the hiring process which will ensure in bringing new employees into the business quickly and efficiently.View Demo Here.