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.
Advertisements

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.

Blog at WordPress.com.

Up ↑