Want an influx of fresh breeze? Looking for employees who really can bring change? Are you ready to adapt to the needs of your young customers? Inevitably, you need to rely on campus recruitment for filling in the above gaps. Campus hiring is the closest interaction an organization can have for fresh minds!
Here are 5 tips which could make your campus recruitment work better:
They say “no us, without trust”…For ages now, Trust is the moving force behind our emotional, material and survival exchanges. Our instincts, choices and relationships spring out of confidence in self and others.
If such is the power of Trust, then how will it not impact the employee-employer bonding?
Take a look at any survey or report – hiring top, quality candidates and retaining talent are some of the key priorities for business leaders across the globe.
While LinkedIn and online job portals have been quite an alternative to paper resumes, organizations are looking for more effective ways to automate the transactional.
Recruitment teams want to focus more on communicating with their candidates.
How are you evaluating the features that an applicant tracking software must have? How do you know which of the features are essential while considering which applicant tracking software to opt for?
One of the key aspects to consider are the roles who would extensively use the applicant tracking software.
And in most organizations, it is the recruiter!
You may have found the perfect recruitment software for your business. It is feature-rich to eliminate every hiring hurdle and is undoubtedly a bang for your buck! But the bells and whistles can turn out to be a major hindrance to the adoption and implementation?
Whether you gain complete ROI from the software or the process turns to a major debacle, is completely dependent on how the software is implemented!
Now you’d wonder that if the software has been carefully scrutinized and evaluated, these “surprises” will not really occur.
Finding the right candidate could feel like finding a needle in a haystack. Having a rich talent database will render futile if it does not get you quality candidates in lesser time.
Root Cause: Your quality talent are safely stored away in files, folders, excel sheets, and online drives. But you don’t have a powerful search mechanism. So how would you maintain such a database that fetches quality applicants in seconds?
Not sure how to start? Here are the top 3 ways that you can and must try:
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Adopting a recruitment technology was considered as an “add-on” in the past decade. Organizations have escaped the need for change. But now, an online recruiting software is a “must-have” in every HR department across organizations! A company willing to adopt a new recruitment software must face the truth that,
a major part of the ROI is driven by how promptly their employees will adopt and embrace it.
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Yet another biggie from the Mining and Metals vertical, signs up with Talentpool to automate recruitment
Pune, March 27, 2017: Jindal Stainless, one of India’s largest stainless steel groups, chooses Talentpool to streamline their hiring process. Founded by Shri O.P Jindal and now led by Ratan Jindal, the Jindal Stainless Group is one of the largest manufacturers of stainless steel in India with a capacity of 1 million tons per annum, thus ranking 8th on the globe.
Successful leaders in the recruitment industry advise us to use a wide range of tactics to fish in the best talent in the market. But do we really have the time? Most of us end up using only some of the following effectively without applicant tracking system:
Well, what stops us from using all these channels to their maximum potential?
High quality candidates are never stable. They are in and out of the market quickly. This is the very reason why, if you increase your speed of hire will you be able to call dibs on the quality candidates, thus improving the quality of hire. These days employers are extremely picky when it comes to hiring. Of course, all the time goes in the screening and evaluation of the candidates which is crucial. Wouldn’t this slow down your hiring process. A slow hiring process benefits no one. It is an undue burden on the existing team members and a colossal waste of time and a major distraction for the potential candidate.
How do we avoid this? We definitely want to get quality candidates in a short period of time.
How do we achieve speedy hire? Well, all you need to do is develop the right process and the right timeline. Let’s see how:
