If you’re a recruiter and have been trying to scale your teams and attract the best talent, you are probably aware of how hard it is to find that perfect fit for your team. Every firm wants its employees to stick around and contribute to its vision. However, in a competitive job market, it’s hard enough to recruit suitable talent. But it’s even harder to keep employees on board.(more…)
Business models have changed over the years, causing an increase in demand for niche hiring. A small candidate pool that’s extremely rich in skill-set is a more desirable situation. However, conducting such recruitments might prove to be trickier and more complex. Niche hiring needs a consolidated strategy that helps conserve time, money and human resources; while ensuring your organization picks the best from the rest. If you’ve been looking for some lesser-known recruitment strategies that give guaranteed results, look no further.(more…)
Do you treat your employees and potential candidates in the same way as your customers?
The major ingredient in hiring top talent is creating a recruitment experience similar to customer experience. From your work environment to company values and team culture, a lot of things contribute to building this reputation.(more…)
A study conducted in 2017 showed that almost three out of four employers were affected by a bad hire. That only strengthens the fact that bringing in the wrong person for a job can have a huge impact on the business. A surprisingly high number of start-ups learn this the hard way.
Not only employers but start-up employees also figure that the job is not what they expected soon after they join in.(more…)
Today’s competitive recruiting market has made it essential for the talent acquisition industry to improve the efficiency of their internal processes while measuring success simultaneously. The recruitment efficiency can vary from organization to organization based on talent acquisition KPIs.
These recruiting metrics or KPIs are essentially the measurements used to track the success of hiring and optimize the process of hiring candidates for an organization. These metrics, coupled with advanced tech solutions such as recruitment software, can help you efficiently evaluate your recruiting process and know whether you are hiring the right people.(more…)
A study shows any job position receives an average of 250 applications. So, shortlisting the right candidate from is just like finding the needle in a haystack.
Every job position requires different evaluation process and the method of shortlisting. The selection method you choose will depend on skills, attributes and knowledge required for that particular position. And of course, it will also need to be aligned with the prerequisite for the said position.(more…)
In India, the job market is largely driven by candidates. Recruiters need to find the right candidates and almost sell the job opportunity. Recruiters, therefore, should ideally know the USPs of their organizations and strengths of the role.
But how often do we come across recruiters who are well-aware of these?
Very few times!(more…)
Has your work culture changed from traditional office to working remotely? Are you still hiring more remote employees in the existing team? Covid-19 has brought forth a lot of challenges for every organization. Organizations have been compelled to make changes in the work culture within a shorter period of time.
Managing remote employees is not an easy task.
We all know this year, almost all the businesses suffered through the challenging time. The conventional way of hiring has suddenly changed to conform to the new normal.
- Are you facing visibility issues?
- Is tracking your team’s productivity becoming a challenge?
If yes, perhaps you should relook at the hiring process and restructure it to fit into the new way of working.(more…)
Applying regularly for jobs every day but are not receiving interview calls? Is there something wrong from your end or from the employer’s end? Well it’s all because of the ATS, perhaps!
A few days back, I spotted a trending conversation on LinkedIn about how candidates are getting rejected by the applicant tracking software based on some algorithms or rules.
Now that reminded me of conversations that we at Talentpool often have with our prospects. Many organizations ask us for features that will block irrelevant candidates.
Having had worked with recruiters, we understand that relevance can be defined in more ways than one and it is dependent on the nature of the position that you are working on.(more…)