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?
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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