Job Descriptions are not necessary for finding the right talent:-

Job descriptions are becoming more and more out-of-date nowadays. Companies insist that they use job description, mainly for people starting out in their careers, whereas for people with experience, job description is a kind of negative norm, which keeps them restricted to a particular process, which in turn hampers their productive output.

Recruiters tell us why job descriptions are becoming less important nowadays in many organizations.

  1. Job Descriptions just tells us of the responsibilities, they don’t brief us about the people involved and the nature of the job involved at all.
  2. They’re not trusted and sometimes illegal because if a few people who can do the work required without having all of the skills, experience, industry, and academic background are listed on the job description, then what is the use of challenges in an organization.
  3. Internal promotions, appraisals do not consider the job description into consideration. Rather they consider the leadership, potential, team skills, and a track record of delivering results on time of the candidate.
  4. Highly Skilled and lateral thinking employees leave out a job which has too many job descriptions given just in writing. They know from experience that a job never gives too much description about itself. It’s what they do that adds description and value to the job.
  5. Specific Job descriptions makes us become less “Out-of-the box” approachers towards a job as we are always bounded by the description of a job.
  6. Job descriptions make an employer and his workplace for an employee to be a non challenging workplace, as it is a regular work schedule for an employee with no experimentations or learning path graphs in his work.
  7. They decrease employee satisfaction and increase employee turnover. If you don’t tell people what they’ll be doing before they start on a new job, the likelihood the person will find the actual work involved exciting, appropriate, and satisfying is problematic. Clarifying expectations up front has been shown to be the primary driver of on-the-job performance and employee satisfaction.
  8. Of course, we all need some basic level of skills and experiences to handle the actual job requirements, but in most cases managers use the job descriptions as an alternative shortcuts to get the requisition approved, which has time and again proved disadvantageous as discussed above.

 

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“New Age Recruitment Skills”

  1. Be fast in spotting rare talent: – New age recruiters should be highly aggressive in spotting talents in an individual. They should simultaneously be highly skilled in using the internet and searching for candidates on multiple social networks, job portals and even blogs. Today’srecruitment trend depends a lot around what’s happening in the economy and the industry to which they are catering. They not only have to build a large network base which helps them in getting the right talent, they have to simultaneously ensure that they add value to the company through the right hire and thereby gain credibility in the market.
  2. Relationship and Rapport Building Skills: – Today’s Recruiters have a knack of building relationships and rapports, with complete strangers over the phone itself. This shows their convincing skills, and ease of handling the situation. People possessing these skills are good at analyzing who are the best performers. They know how to co-ordinate with them, get the information from them, which is a required skill for today’s recruiter.
  3. Ease of Technology usability: – Today’s recruiters have the competitive advantage of ease of technology use. From Social, Professional networking to e-mail to job portals to Blogs toApplicant tracking systems and recruitment websites, Online Technology has acquired the recruitment space. Successful recruiters always make it a habit to be constantly updated on trends happening around Internet to successfully implement them in their work, and thereby make it more streamlined.
  4. They don’t just develop Rapport with the candidates but make sure that they close the hire: – Today a recruiter sees that not only does he develop a good rapport with a candidate, but he makes sure that they close the candidate for a job of his liking. They know how to turn objections and turn negatives into positives and offer solutions, work out compromises, negotiate, and in the end, make the hire happen successfully.

 

Importance of Strategic Recruiting

Recruiters today have a common problem of finding an adequate pool of talent. Despite job portals, social networking and other recruitment sites, the problem lies in finding and placing the right candidate. The situation turns to either less qualified people applying for the job or talented people applying for the job but with a higher expectation in the compensation package. This has caused a stance wherein firms are becoming a bit apprehensive about selecting the right candidate for the job and in turn is causing the firms negative reputation about not having a proper hiring policy among potential job seekers.

What makes Strategic Recruiting a Success?

Strategic recruiting is the norm of the day, as it forms a pipeline to schedule the candidates as and when the company needs a new inflow of talent. It helps both in short term as well as the long termrecruiting strategy of the organization as it helps in streamlining the activities completely. This helps in higher operational delivery to the organization

Strategic recruiting helps us in determining the best talent selection for the organization. The reason being strategic recruiting is intertwined with multiple sub sect recruiting components which will help us in getting the best people interested, who are capable of handling the job. As the metrics are directly interlinked with the recruiting process, they ensure a higher occupational match between the candidate and the organization.

Organizations Strategic recruiting processes differs, but the baseline remains the same, that is getting the best talent at the highest productivity and properly retaining him. This forms the right approach for every organization.

Successful components in a Strategic Hiring process are

  1. Identifying and prioritizing the jobs
  2. Candidate targeting and placement conversion ratio
  3. Recruitment sources
  4. Trained recruitment process
  5. Candidate evaluation and hiring.

 

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.

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.

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