A Checklist for Being the Perfect Recruiter - Talentnow RecruitX

In today’s tug of war for talent, it has become quite a chaotic environment for the recruiters. If you are a recruiter the present job market scenario can be quite a challenge for the recruiters and there is nothing a guide book that can solve all your problems instantly. You can be an organized recruiter with some of the most promising strategies, but sometimes you would require some help to guide you in the right direction. Here are four things that you must consider to become a flawless recruiter:

Know Whom You Are Hiring

This consideration is one of the most obvious ones, but this is a much difficult task to accomplish than just saying. It is important to get a suitable candidate for an opening right from the start because there are chances of employee turnover in the initial 45 days of employment. So in order to ensure that you are hiring the right person, as a recruiter you need to:

• Ensure that your job descriptions are very realistic and clear.
• Get knowledge of their future plans and goals, not just their current skills. You should hire someone who sees a future with you and is not just a quick stint.
• Focus on the desired soft skills of the prospective candidate such as leadership and management, nature, or emotional intelligence and their technical capabilities.
• Allow the candidate to ask their queries and be honest with your answers. If you want to accurately represent the job as well as assess their curiosity and attraction to the role.

Employee Brand

Next, you should consider whether your company’s brand image is compelling enough to attract talent and retain them. Every job seeker wants to join organizations which essentially serve them as an alter ego of themselves like similar missions, vision, values, and goals for the future. In order to attract top talent, companies must have something more than just offering a competitive salary and employee perks and employee brand being one of them. In fact, according to some study it has been found that more than 75% of job seekers consider an employer’s brand before they can even fill out the job application form.

The career site of your company page especially functions as the showcase of your unique company culture and employers brand. Here are a few things that you must keep in mind while telling your company’s story through your career site:

• You must boost up your employment branding. The moment job seekers take a look at your company’s career site, understand your company identity, personality, and values must be crystal clear to them almost instantly. If there is not enough engagement about your brand fully incorporated into your career site, then there is a chance that the potential candidates might move somewhere else.
• Try to tell your company’s story visually. One of the most important things that your career site can complete is to provide a visualization of the company’s life, not just simply the work life at your company but the human side as well. Photos, illustrations, videos, and social media feeds can help you shape the story about the culture of your company, work atmosphere, and the varied opportunities that you can offer to your prospective clients.

Candidate Engagement

In the United States, the unemployment rate fell to 3.7% in October 2018, according to the reports if the Bureau of Labor Statistics, a record that has been comparatively lowered since December 1969. The job market of the present era is a candidate-driven environment; where young job seekers especially prefer to be a part of only those company cultures where they will have ample scope of being acknowledged and required encouragement for growing.

An effective and continuous candidate recruiting strategy must encompass a new focus for the recruiters and hiring managers so that they can deeply engage with the prospective candidates in meaningful ways.

Following are the two primary requirements for continuous candidate engagement:

• You must support every stage of the candidate journey, from a successful onboarding session. It should follow a single source of truth that would span the expanded recruiting process starting from the recruitment marketing to the hiring experience and even the new employee engagement process.
• Enables the facility of deep engagement with candidates at the right time with the right message that will support meaningful experience for every prospective candidate. This initiative creates a brand consistency at every situation of the candidate like the: career website, marketing campaigns, hiring, onboarding.

Applicant Tracking System

Make technology is your friend like with the help of an efficient ATS system in just a few clicks; you can have the competitive edge you will need to streamline your entire hiring process. By adopting technology as your aide you will gain the ability to:

• Automate repetitive tasks.
• Zero in on the best candidates.
• Attract more candidates by making the application process simple.
• Track every recruitment aspect you have with every candidate.

Rare talent of talented people often might not appear on the resumes and which is one of the biggest challenges of every hiring department. Recruitment software can automate many such screening functions like searching for unusual keywords and expand their searches by including social media tracking apart from integrating with third-party employment agencies. Using social media platforms, this software can look for behavioral patterns, and the kind of products and websites interested and potential job candidates can be found.

Still Not Successful…Remember These Tips

As a recruiter, you will face certain challenging situations when things will not work as you have imagined. Such scenarios you make you feel unlucky might due to losing a great candidate or due to budget cuts, or the lack of communication from a hiring manager. So always keep the following things in mind

Keep your efforts consistent and it will surely pay off. If you continue your efforts consistently to reach out to a candidate or a hiring manager via text, email, voicemail or even networking sites, the message will surely be heard. While things might not be according to you at that time, candidates will personify you as someone who cares about them due to your consistent efforts. This will pay off for you eventually in some time. Though it might not be immediate, but it will certainly pay off!

Next is patience and positivity there can be numerous scenarios like a candidate who went rogue, or negative interview feedback, or a drastic change in expectations about compensation. Whatever the case may be, always stay positive. Your message the prospective candidates will have more meaning and they will come off more professional and trusting than had you sent it immediately!

Contribution of Automation and HRMs in Modern Human Resource Management

Traditional human resource management orbited around employee management. Primarily The role of an HR officer was to maintain timekeeping and attendance, dispensation of payrolls, keeping a track of the leave applies by the employees and maintaining everyday operations which are very important in keeping an organization running.

How is Artificial Intelligence is transforming HR

These days’ businesses are using various types of new age technologies like Artificial Intelligence, machine learning and even smart wearable are also being used to improve employee experience and transforming  the age old HR processes into a new form. Like many companies have deployed the use of wearable to monitor employees wellness and, formulating procedures to recognize disengaged employees before they reach a position where they decide to leave the organization.  Today using analytics and mathematical models are used to drive the decision making in various aspects of Human resource management. This shift from instinct-driven decision making to data-driven decision has resulted in far-reaching consequences for an average organization. Companies which refuse to adapt will inevitably perish and only corporations who can attune themselves to new-age processes would thrive in this era of uncertainty and intense competition.

HRMS systems today are one of the highest selling technologies in respect to the enterprise solution segment. HRMS systems utilizes advanced machine learning algorithms which aim to create an environment which removes every kind of transactional and boring repetitive work involved in every day work schedule of an HR professional. These advanced HMRS system which sends reminder and thereby save the effort, presenting the required information without being asked for, provide perceptions and analytics to help improve workforce management processes and also provides suggestions and advice.

With the advent of modern technologies like Artificial Intelligence and Machine Learning a large-scale disruption of the labour force has resulted in the global work ecosphere. Automation is revolutionizing the age old norms of working which means that businesses are replacing human efforts with Artificial Intelligence and robots. Even business verticals like manufacturing r, blue collar employees and Information Technology sector employees are increasingly realizing the urge of using AI in recruitment. This would also indeed help in solving the major global unemployment concern without doubt.

Conclusion

Traditional HR procedures like maintain and releasing the pay, managing leaves and holidays, maintaining attendance and time tracking would gradually be automated.  This concludes that the traditional and transactional HR would not need a specialized workforce. But it should be remembered that, the role of HR is simply not limited to transactional works as mentioned above. Human Resource work involves supporting and evaluating the goals and performance of every employee with a proper organizational strategy. HR also creates direct and measurable value for an organization which directly contributes to the objectives of the business.

4 Ways of Recruiting Top Talent on a Budget

Finding the best talent for the organization that too at time of need is very difficult and if as a recruiter of you are operating on a shoestring budget, you must apply some clever hacks in order to recruit and retain top talent. Be it the big players or the new startups spending a fortune for hiring new employees does not make sense all the time. At the same time it also does not imply that a recruiter will have to settle with something very low. Instead by integrating the recruitment process with the six following tips below maximize your reach and hire talent for your company needs, without exceeding the budget.

Enhance Online Presence

In the age of digitalization, the internet can speak volumes about your organization. From the company’s website to official social media pages and blogs of employees, prospective candidates can have access to a lot of information about the company and its work culture before they even join the organization. Hence it is very important that as a recruiter you use the online presence your organization as an advantage in recruitment. However, you must make sure that your company’s online presence is telling the right story. Create an employer brand with the company’s website and social media presence by sharing amusing narrations, praising valued employees and communicating the values that are important to your organization.

Using Recruitment Software in Hiring

Hiring the right talent for the organization can be chaotic and time-consuming, but with the help of technological advancements the recruitment process can be easily streamlined. AI in recruitment technology can automate a major part of the process, analyzing a large volume of data in order to create a pool of potential recruits and categorize those who are best fit for the job.

Always choose quality over quantity

It is common practice to cast a hiring net as wide as possible while looking for new recruits, but this approach comes with numerous problems. A large candidate pool night make the recruiter miss a great candidate. Hence, focusing or targeting only on highly qualified candidates will surely allow you to maximize the use of your resources, develop a better relationship with each applicant, reducing the chances of the wrong hire.

Providing a positive candidate experience to the prospective candidate

As a recruiter it is very important that you create the best impression as a company the moment a candidate arrives at the organization. A best recruiter is the one who understands that an interview is similar to an audition for both the candidate and the company as well.

In order to hire the top talent, you must make them feel welcomed by being the host and indulge in activities like offering a tour of the organization apart from getting him acquainted with the things that will be covered during the interview process. If it is possible you can ask someone from the concerned department with whom the recruit would be directly working to conduct a portion of the interview. Peer-conducted interviews can give the candidate a much better insight of the company culture and operations of the business, which makes the candidates more inclined in trusting those who are on the similar professional level.