The BIG Shift- How Recruitment Process has changed in the last Decade!

Thanks to the innovation served by technology over the years- the process of professional manpower recruitment has changed drastically, as it promises to evolve continuously with respect to both time and technology.

As most of the businesses are becoming competitive and growth-centric in the 21st century, there has been a reasonable shift in the traditional approach of hiring. Today, manpower recruitment is nothing but a multi-faceted approach to discover and develop a qualified applicant. For businesses, it is more like a challenge of staying at the top most spot of the game and at the same time, knowing the art of maintaining and cultivating a resource.
As technology is driving the change in the recruitment industry, some new channels have helped businesses and applicants in making the best use of the present day situation. Have a look at some channels:

1. Job Portal Websites:
Today internet is not all about information and entertainment as it has also opened many employment doors through various job portal websites. With the help of such websites, both organizations and applicants can find the desired opportunities. Matching skill set, listing capacities, sending resumes and getting hired is fairly convenient and cost-effective with such websites.
2. Social network channels:
A fantastic avenue for job seekers, social network sites bring millions of people virtually together and close. The potential reach of channels like Facebook, Twitter, LinkedIn, Google+, etc. is beneficial for both employers and job seekers. Business networking sites like LinkedIn features strong connections through thousands of companies distributed over 130 disciplines.
3. The Paid method- Craigslist
Craigslist is the online version of paid classified ads. Nowadays, many organizations hire new talents with the help of these paid ads that allows the employers to post their respective job openings on the site. This form of paid method is recommended for all the major types of employment i.e. full-time, part-time or contractual.
4. Virtual Interviews:
Thanks to some online messengers like Skype and Viber- the process of conducting remote interviews (that is an essential part of hiring) is easy now. Shrinking the importance of face to face interviews, the online solution has brought ease and comfort to the process.
5. The Best-in-AllSolution- Manpower Outsourcing:
A solution that has taken the process of recruitment to the storm is manpower outsourcing. Since most of the companies prefer to focus on their core business functions, outsourcing the essential process of hiring to some third party professional agencies is a reliable solution. A recruitment agency might use all the channels as mentioned above or even go to the extent of customizing more authentic solutions. It is everything that you need for finding the right talent for your organization.

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How does recruitment process outsourcing,simplifies the business process?

Recruitment Process Outsourcing or RPO is nothing but a practice whereby an employer hires the services of an external provider to take up its recruitment functions. While some employers outsource only certain specific function thus keeping their methodologies intact, the others may even hand out the entire process to the RPO provider right from head hunting to background checks along with the onus of the results. The RPO is known to simplify the business processes in more than one ways. Here’s how –

Successful Recruitment Strategies and Methods

With the corporate culture becoming cosmopolitan the manpower needs of all business entities are changing drastically. Now when the companies are diversifying their manpower needs it is very obvious that requirements with regard to the skill set for independent position are also having a makeover. Now when the market dynamics are changing drastically the companies are adapting to and innovating new practices for recruitment's to get and hire apt candidates for their manpower needs.

Recruitment is not just another function of the HR department now rather it has become the primary and most important aspect of any business. Manpower is the core strength and USP of any company and People Management is the most critical function of the HR wing. To have the right fit for the right post the most important thing to be kept in consideration is a correct recruitment strategy. Thereafter all the things automatically fall in place. Recruitment strategy if planned and executed aptly can fetch in right fit for the right job. So it is very important that there should be sync in the planning and execution of the recruitment strategy. 

10 mistakes to avoid while hiring new candidates

Employees are the strong foundation of any organization that contributes to the rising heights of success. Adding value to this foundation paves a way to explore new avenues of success. So right fit for the right post at the right time is the key to success for any organization.

Hiring a new candidate is like including a new member to your family. A family that has a set of common values, principals, ethics but different people with individual approach. Selecting the right candidate is a very crucial aspect of people management as on boarding, grooming, training demands a lot of time which in turn is a cost to the company.Best hiring services in India that are adapted by majority of the companies to attain quality manpower have some key points in common. These key factors that should be kept in mind while hiring a new candidate are as stated below.

Top 10 Ideas For Recruiting Great Candidates!!

In today’s day and time, the enormous number of applicants for every job, is making the task of recruiting harder as finding the outstanding performers from a group of hundreds is not easy. Recruitment during openings can’t get you the best because the pressure to hire someone right away causes you to be less discerning as an HR personnel. More often than not, it results in a bad hiring decision. However, a widespread and inventive recruiting campaign will help a company attract and retain skilled employees.
So, here are the top 10 ideas which will surely help you hunt down the right candidates.

Clarity on job profile - The very first step in this process of hiring the best, you should explore, understand, and fully be aware of the job opening or position necessities.

Search well - While re checking the outcome of your early searches to evaluate significance, scan the results for further and every other related titles, key words, phrases, and companies that you can slot in into your next search.

Don’t over-analyze resumes - These candidates are not professional curriculum vitae writers. Candidates may not find it important to write about every last bit of their experience. However if you are still looking for those exact details and it’s not there, it would be easy to comprehend that the person doesn’t have the required experience. Hence do not make assumptions about the candidates merely by looking at their resumes.

Background check - It is important to study the backgrounds of the candidates and listen to them. Why was there a change from one job to another? Queries about a gap in work or a switch in industry helps to build rapport and it gives you an understanding about what makes a person tick.

QnA - Keep offering them with opportunities and let their answer and response guide you in perceiving what they’re looking for. 

Self-portrayal - Being an employer of preference is a status you create in your industry which is an influential tool in attracting top talent.

Employee referral - This is one significant yet simple way in which you could shift a great deal of hiring work away from the recruiters to the employees. You can ask the top performers about contacts who can fit into the recruiting provisions.

Increase availability - Set up a 24-hour job hotline and comprise it in your job postings. With a 24/7 system, you’ll amplify high-quality applicants by 30-50% or even more.

Re-look - Consider re-looking at “finalists” from earlier hiring efforts for roles in a given job family to see what previous candidates may now be capable.  With better qualifications and work experience, they might fit the company’s needs perfectly.

Respect confidentiality – If a prospective candidate shares information with you on the pretext of confidentiality, make sure that you keep the information or samples shared under wraps. Irrespective of whether you hire a candidate or not, maintaining the trust factor is crucial.

To hire the best, you have to make it easy for the best people to apply. If you take phone calls, CV's and applications only during regular business hours, you put off the very people you should be trying to recruit especially for the ones who are still working. Therefore you have to amend or expand your hours for accepting applications and conducting interviews to synch with applicant availability.