Slow recruitment process is the topic of discussion in many corporate set-ups. The ones who are impacted the maximum, are the lean organizations who cannot afford bench strength.
Some easily discernible ways in which slow hiring process impacts an organization are loss of revenue and brand image. But there is more to it than what catches the eye.
In this blog we would discuss some damages that stay beneath the surface yet are compelling enough to act upon.
(more…)“Delivering Recruitment Software to Delight Recruiters”
Pune, January, 2020: We are happy to announce that Talentpool has been named as one of the “10 Most Promising Recruitment Tech Solution Providers of 2020” by CIO Review. The CIO Review editorial team, along with a renowned panel consisting of CEOs, CIOs and industry analysts, selected the most innovative and recognized companies from a pool of hundreds across India.
(more…)If recruiters had a magic wand in their hands, what parts of their jobs would they apply the magic on?
Perhaps sourcing, the initial screening, assessment and then providing predictive analytics which will help recruiters understand the patterns.
Artificial Intelligence is the magic wand!
AI and machine learning can drastically change the way recruitment works. In the coming few years, we do see AI and machine learning being leveraged to remove some of the following from the recruiters’ task list:
(more…)You already have a rock-solid recruiting team ready to build an outstanding workforce. You are consistently filling up positions at a reasonably okay cost and within a decent timeline.
While you are thinking, it could not get any better, inefficiencies are gnawing at your processes and making them weaker to weather the test of time. Take a step back, analyse and look for these discernible signs:
(more…)My brief stint in “Talent Acquisition” (recruitment) field gave me exposure to an entirely new area, which I had not ventured out before. I could observe, the various working styles of recruiters, interacted with them on a daily basis, understood their problems, and the way they tackled them. I also got an opportunity to deal with a number of recruitment vendors and their recruiters as well, to understand their issues and motivations. All the exposure and experience has made me immensely rich in my understanding of the job market, candidates, recruitment companies, organizations recruiting people and lastly, the recruiters.
(more…)I have seen these recruiters toiling to continually run this mammoth ‘recruitment’ engine for feeding the ever-increasing appetite of good, employable, retainable and productive candidates for the organizations they work in.
The financial year 2017 has almost come to an end. Before we plunge into the goals of next year, this is a good time to review the recruitment investments of the last year.
Here’s an infographic that you can use to decode the hype around the latest trends and design better hiring strategies for the next financial year.
In this generation’s workforce, quality talent may come and go in a split second! Your recruiters are part of the same workforce. Ensuring that your recruitment process runs seamlessly without a hitch, it is critical that your team feels motivated and part of the bigger organizational goal. It becomes all the more important when you have new recruiters joining your team.
Here are a few of the top tips to effectively get your new team members started on the right note:
Hiring costs and time-to-hire new candidates can increase quickly. One must consider these low-budget hiring strategies for better results.
According to a study conducted by SHRM, “the average cost-per-hire is around $4,129.” This ends up becoming an add-on for companies who are planning to fill multiple positions in the entire year.
From ensuring that recruiters give your hiring managers enough to create a healthy pipeline to figuring out if the interview panel is selected and ready for the upcoming interviews and then managing the candidate communication to reduce no-shows, a recruitment team and in turn, the recruitment head is always busy.
There is hardly ever enough time to pause and introspect and look beyond the sprint cycle of currently open positions.
But in the loop of rinse and repeat, are you becoming increasingly redundant?
Now that’s debatable! The moot question is – Where does the demarcation lie between the recruitment and the onboarding process?
If you ask me, onboarding actually starts during the recruitment process, when you are interviewing and assessing the potential hire and extends well beyond the usual probation period of 6 months!
How are we devising an effective feedback mechanism to know the effectiveness of our recruitment processes?
