Recruitment Process To Choose A Right Candidate

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In the recruitment process, it is very important for the companies to take care of the company’s reputation as well check the candidates so that they can get the positive result. It will actually help the company to find the right candidate without much of a hassle. Hence, this process of recruitment needs to be done very nicely so that you should look for the candidate that is really worth for you and for your company. It will give you the confidence to hire the best candidate and surely increase your credibility of the company.

Secondly, the recruitment companies also play an important role because they even help the companies to find out the right candidate and it actually helps you find quality candidates for your company. All you need is to find which candidate is just right for you and how you can hire them to be the best. This recruitment system goes very well if a person who undertakes the charge and handle everything in a perfect way. So, this recruitment will give 100% result. Every company has different kinds of the recruitment process and keeping in mind this factor, the recruitment agency also works in an every moment.

For a company, it is very important to know what they want and how they can hire the best candidate. It is very important to find the exact requirement and the agencies exactly do the same. So, you should actually make a great research while choosing the recruitment consultancy. You can take the help of the online platform and it will save your time and money. So, you can actually find a good solution and this will help you find the right firm who can actually find the right candidate for your business. It is very important to find and the online platform is the much comfortable platform for everyone.

So, you can actually get the best candidate for your company who can turn out the real asset. So, you need to be very specific about the job role and what you actually want from your candidate. This will also help the agencies to find out the exact candidate like your requirement. It will actually help you in every possible manner and the candidate will turn out the worth for you. So, what are you looking for? Grab the help from them and conduct a thorough recruitment process so that you can have the right employee on board.

5 Recent Trends In Recruitment Process

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Jobs are so very important in our life to survive in this world. Aspirants who just complete the education are always looking for jobs in a reputed companies. Therefore, all the candidates who are looking for job, want to change a job should definitely join the hands with recruitment agencies to know how does the recruitment process work? It will actually solve your queries and you will know how you are getting the job and this will help secure your job.

  1. Company Branding- Well, many of you will ask why company branding is important. Candidates who are worth to opt for quality jobs always check the position of the company, its achievements and growth which will in a way will help them to grow and so they are eager to check the social status of the companies and get into the depth of the company so that they get 100% result.
  1. Talent Analytics play an important role when companies look for qualitative research. Nowadays, companies are looking for talent analyst experts for the full time basis so that they can work on the in-depth knowledge and it will actually help both the companies and candidates for future.
  1. Hire the employees on the basis of motivation, but not always on the basis of skills. It will actually help the companies to get energetic employers and it will help in a way to grow the company and feel better to see your company grow in a positive way.
  1. Sometimes companies find it really hard to keep the communication on with the aspirants candidates after the initial communication. Therefore, HR section or the recruitment agencies take the responsibility to find the best candidate for the companies. They actually work very hard to find the best candidate for you and give you excellent service.
  1. Today, the candidates also get the easiest way to find the job. It will definitely help the candidates in various ways and they can find the desired job in the best possible manners.

These are the five trending ideas in the recruitment process that one can implement in one’s company to get the best result and the best employee to have a complete growth of the business in a positive way. The candidates will also get a clear message and they can also move ahead to these advanced company techniques and enjoy their employment status.

The job market is changing in every second and you should always update yourself with the changing trend so that you can actually find an eligible candidate to flourish your company to the next level.

Recruitment Process Differentiation – A Detailed Framework

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The recent dynamic developments in recruitment process have brought in many elements of selection which have progressed the system from traditional aspects to modern and innovative process. While there is a lot going on in the industry and new trends are making in to the global arena very frequently, it has become necessary to discuss the recruitment process from a detailed point of view. The process itself is differentiated in to two distinct categories namely, internal and external recruitment. These broader segments are facilitated by different types of sources for talent recognition which are as follows.

Internal recruitment as the name suggests, is the hiring process that occurs within the organization. It is considered as the productivity increasing initiative in certain cases. This process is channelized through three major initiatives, transfers, promotions and re-employment of ex-employees. Transfers are facilitated by bringing in resources from different locations at the target site. Promoting an existing employee through internal job postings is also another effective method. In some cases ex-employees are also called in for filling up positions. There can be scenarios where ex-employees provide unsolicited applications as well.

External recruitment is the hiring process undertaken outside the organization. It involves a structured planning, time and effort. There are various sources that facilitate external recruitment.

  • Employment at factory gate is the sourcing where the job postings are highlighted at bulletin boards at factory or at the gates. The applications received through this source are usually unsolicited. This approach is mainly used for recruitment at the ground staff level.
  • Advertisement is one of the most common sources of talent sourcing right from the beginning of time. One of the primary advantages of this type of sourcing is that it covers a larger area for getting the word out in the market. Mediums used in this approach are television and newspapers.
  • Employment exchanges are another effective sourcing method in this case. These are mostly run by government and channelize people through these exchanges. Currently, government related positions are filled in through employment exchanges.
  • Among the recent popular choices of sourcing, is the employment agency. These are private organizations that either provide manpower or conduct the hiring process for a client company. The level of involvement in the recruitment process is predetermined through an agreement.
  • Now days, companies are hiring talents fresh out of educational institutions through on-campus interviewing and selection. This is considered an effective way to locate fresher within a particular field of expertise. Often in certain cases companies face budget constraints which does not provide the scope of recruiting experienced professionals. In those cases, a fresher can be recruited and then trained on the job.
  • Recommendations and referrals are one of the most effective ways of talent pooling within a limited time frame. People in a particular area of expertise sometimes recommend a professional along similar lines. But in this case, one needs to rely on the referring employee only for the initial expertise evaluation.

Contractual sourcing is that type of recruitment wherein temporary employees are taken in for a particular project or fixed time frame.

Retention Initiatives To Keep An Effective Workforce Intact

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The corporate world has undergone many rapid changes in the past couple of years. The impact of global economy and various other industry trends across various countries have lead to a steady change in the workforce management structure in recent times. The recruitment process, attracting top notch talent and structuring an advanced hiring process have been quite challenging in recent times. But the struggle does not end there. The major task comes after that. The retention of the talent is one of the crucial needs for businesses to succeed and achieve their goals in the long run. But now days, just a fat pay check and a higher designation are not enough to interest a candidate into the selection process. There are lot more benefits which are often looked upon by them. Hence, there are some top retention policies followed by brands for maintaining an effective workforce.

  • We all know that first impression counts. This holds well in both ways, for the new employee as well as the employer. The on boarding process is the initial step which strikes the first impression of the employer for the candidate. Instead of plain old documentation and program briefing, a proper introduction to the work culture and the team with which the resource will work, is a good way to create a perfect image. A mentorship program associated with it is also helpful as it aids in clearing out initial doubts regarding the job role and functionalities.
  • Corporate culture is the second most important initiative in this regard. The compensation system should be logical and at par with industry standards. If proper compensation levels are maintained, it creates a positive image in the market and industry that attracts and retains talent. Rewards and recognition also forms a significant portion of this initiative as it builds up motivation and trust. Apart from monetary matters, provision for work life balance and a creative work environment goes a long way towards retaining talent.
  • Employee communication is crucial towards maintaining a healthy relationship between the workforce and the management. Communication between the team members as well as other teams helps in effective knowledge sharing which improves productivity to a great extent. A proper feedback system which helps in putting forth employee suggestion to the management and a systematic revert back from the authorities creates a positive and well informed work culture. It helps the employees to understand the company growth in relation to their own career growth.
  • The last initiative is more inclined towards research of problematic areas. The HR segment should evaluate the retention strategies by monitoring the work culture, training and development sessions and other work environment related segments. This helps in identifying the areas of concern or lacking which can be fixed with proper measures.

The retention policies are a part of going process that need to be updated with passing time and changing trends as the need for employment changes frequently in recent times.

Employment Branding And Marketing Strategies– Hiring The Right Candidate

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Today’s recruitment process has become very dynamic owing to the changing trends of the corporate structure, industry and market drift. As the candidate base for the companies have increased, the opportunities for the qualified and skilled professionals have also gone up with time. For a person to join a company in current times, there are factors other than just a fat paycheck which influences the decision. With the new generation inclined towards innovation and new work ethics, there is a lot more to the employment criteria. Hence for the employment branding and marketing strategy, the following points need to be considered.

  • The brand image is the first impression of a company on the candidate. Hence it has to put forth the best of the organization. This will help the candidates to relate to their own aspirations in the growth and functioning principles of the company.
  • The reality to the brand image advertising in also very important in this regard. If a company claims for certain pattern of functioning, team management or creativity during employment, it should stick to that definition. It is better not to over commit or hide certain pointers. In both cases, it will create negativity within the employee and will result in faster attrition.
  • The employment branding terms should be in sync with the overall brand position. The industry intricate and job requirements should showcase the image of the company.
  • Now days just a higher salary is not enough to get a skilled professional. Candidates look for knowledge growth, creativity opportunities, emotional attachment initiatives and much more. It is better to have programs and sessions in this regard. This will showcase the career growth opportunities of the individual also.
  • Lastly, not every initiative is meant for every company. Hence, just because some other brand launched a creative program or initiated an employee award function does not mean that it will work for others too. It is better to perform an in-depth R&D regarding the entire requirement and a feasibility study of the schemes before launching them.

The intricate details of the employment branding and marketing:

  • Finally coming to the strategy itself, since this is a comparatively new concept, it is better to collaborate with a HR organization or recruitment firm for the design and follow through of the entire process. It will help in better understanding of the employee life cycle and factors influencing it.
  • Using the existing employees as brand advocates can be beneficial in this segment. They can spread the information about the management scenario and work ethics on social platforms. These inputs are more relatable to the candidates.
  • The hiring managers and recruiters of the company should be able to refer to the employment branding and should be able to represent the information and culture along the similar lines. A comprehensive discussion and training in this case can come in handy.

A multi level effort can be yield great results. Billboards, news about an award ceremony, certain interviews of senior management on distinguished channels can grow positive impact.

Lack Of Women As Engineers In R&D Companies – Lack Of Interest Or Management’s Lack Of Concern

When the world is talking about gender equality and women empowerment and companies are emphasizing on bringing back women to work for a diversified talent pool, a striking observation reveals that there is a significant lack of women engineers in R&D companies. While the higher management may think of it as public relations issue, there may be more to this front than just this explanation. While many claim that women leave their professional career after a certain period of time due to personal responsibilities, which might not be the case as the women professionals claim a different reason for their withdrawal. They have pointed out towards lack of career growth opportunities and isolation as key elements. Hence, it is necessary to put forth the real reasons behind this problem.

  • The major point which has come up while looking in to this issue is the stereotypic view point of the management as a whole. We often hear the term it is a man’s world out there. This thought itself put off the urge of excelling. Women feel out of place due to this thought alone.
  • Women have also claimed that during their career they often need to push harder or go ahead an extra mile just to prove their worth or a relevant point. This constant extra effort in a long run kills the creative or decision making initiative to a great extent.
  • Gender business leads to lack of career growth opportunities. This factor is an extension of the first pointer. Many women felt that their capabilities were not judged on potential. Their contribution was overlooked in terms of gender.
  • Lastly, the feeling of isolation becomes uncomfortable for many women in companies. They have claimed that they are often deliberately neglected in discussions or people hesitate to communicate to them.

This issue might seem only a public relations issue to many managerial professionals, but there is more to this problem than just this reasoning. It is high time, that the gender diversity is encouraged in the workforce. Recruitment & selection of women can be a key contributor to a diversified talent pool which is the increasing popular trend among organizations now days. The benefits of having women engineers in R&D segment are as follows.

  • The gender diversity in the R&D segment is expected to bring in major innovation in terms of creative ideas and decision making.
  • A team of mixed gender is essentially to increase the employee engagement to a great extent.
  • The productivity is expected to increase to a significant level as people will put in the maximum effort to prove their worth.
  • The inflow of new and creative ideas in expected increase if the women are also made part of essential discussions and decision making.

There are some companies around the globe who have already taken the initiative of bringing in women professionals in this segment from the past two to three years. They have seen the benefits and the performance meter rise due to this step. It can be expected that this trend will be followed by other companies in the coming years.

Global Recruitment Industry on the Rise in Recent Years

recruitmentEffective and talented individuals are needed in every part of operation and management for effectual growth of any organization. Every company and business across industry domains have sought for professional recruitment services across the globe. With mechanization the need for specialized resource has become a requisite.

With time the process of finding a skilled resource has undergone various changes. Previously, finding talented individuals was easy and it mostly happened through personal networks. But over the past four to five years this method has proved to be inadequate. Presently, the main source of talent search is based on social networking professional sites. Career websites are another option among candidates and companies as these websites have extensive access to database. Recruitment process has also become complex and cost sensitive. The recruitment process it not just finding a suitable candidate, it is a multifaceted process of various stages.

  • Research

A thorough research and understanding on the job profile is required for which the candidates will be selected. It includes various parameters like the qualification, past experience, professional background and such like.

  • Database Profiling

The second step is going through the pool of candidate database while keeping in mind the detailed research of the job profile and short listing a set of candidates. Thirdly, conducting a screening to understand the candidate profile is crucial.

  • Profiling of Candidates

The next step is to perform a formal interview through a suitable mode of communication for the final selection and negotiation on the compensation grounds.

  • Closure

Lastly, the on boarding of the candidate in to the system is the final and completion step.

All these stages require the support of experienced and professional team who can perform each and every step with perfection. But maintaining such a team within a business requires considerable investment and is pretty cost sensitive in nature. Hence, businesses are now opting for recruitment services provided by international recruitment firms. The recruitment firms are known for providing all round hiring services from job profile understanding to on boarding of the candidate. This poses to be a cost effective solution to most companies. The companies do not need to hire a team for the entire recruitment process and also the chances of suitable candidate hiring increases as these recruitment firms have access to or maintain a large database of resumes and profiles themselves.

GlobalHunt, as a leading talent acquisition firm has been assisting companies in building human resource effectively. For more information kindly visit our website.