Glimpse of recruiting scenario 2017….and on….
Attracting millennial to the job’ – do you consider this as the biggest recruitment aspect for 2017? Then we have more for you to break the bubble.

Gone are those days when employees used to seek for employers. In this new emerging millennium, recruiters look for good talent pool and frame out strategies to fetch fresh talent. As a result these is a drift in the methods which drive to motivate and retain the existing employees to a great extent.
Undoubtedly it is the work of an expert to design an effective recruitment strategy.  But I would like to add the essence of smart with ‘Expert’s work’ to make it happen fast.

# Treat your candidate as you would treat your customers:

Hiring is not only about recruiting people or putting them on-board, but also a medium to make a position of your company in the job market. A word of you states how the company treats others. So, once you have found a good candidate who is suitable for the said job profile, call -> impress-> recruit -> without much delay and don’t keep him waiting as you would not do to your customers.
And yes do the best to retain him/her.
Once you prioritize recruiting and build your recruitment strategy, you'll naturally start to create your own employer brand. As this happens, remember that it is as important to bringing on top talent as your consumer-facing brand is to acquiring customers.
Even one person can make a difference at your organisation. Hence, at Trivikram HR, prioritising every single position even at junior level we make sure to give to you best of the talent.
# Determining the cost benefit of the potential candidate:
It is indispensable to assess how much beneficial the candidate would be to your organisation. Hiring just to fulfil the vacant situation is worthless with our knowing whether he/she would prove to be a value-add or not.
An expert will always take time to find the best fit. This is a much needed aspect to be taken care of which is overlooked by start-ups in haste to doing things at a fast pace. They end up losing quality in the haste of adding quantity.

# Hiring a full time employee when u only need a freelancer:
Thinking a little ahead in foreseeing the recruitment needs, it is always helpful if you rightly estimate and ask yourself that is there a requirement of fulltime employee, or a freelancer will do the job requisitely. Spending large amount of sums when you can cut costs by hiring a freelancer for certain projects is always thoughtful.
Note: the biggest challenge in considering a freelancer is keeping a check on work
performance and consistency as there is a constraint of proximity. And also it is possible that certain gaps may prevail in communication. A full time employee is always available in the premises there for guidance and getting feedback too. Choose wisely what the need of the hour is.
# Survival is the food of those hungry to be flexible, ongoing and adaptable
It is always advisable to recruit those people who seem to be ongoing and open to
learning sort of attitude when it comes at least to work. People who don’t take things open-mindedly may find difficult to adapt to ever-changing trends in the business.
Evolution, iteration, change... is the crux.

# Use of data to optimise hiring and time
Hiring too fast or too slow both is disastrous. Pace of hiring should be according to the current situation.
#Usage of data of passive candidates:
Considering passive candidates along with active ones can help save time and efforts. Data should be used rightly to have maximum options.
# Hiring the best cultural fit:
 Hiring the best doesn't just mean the person that is most technically proficient. It also means the person who will provide the best fit for your team. It is possible when company is honest in communicating the culture amongst the applicants. No one has the time to go through mountains of resumes for a vacancy, neither can you recruit everyone. Avoid unnecessary applications by rightly communicating what culture organization has, so that one who can adapt to it would only apply.
# Specific job boards for function specific vacancies:
Using targeted job boards for specific vacancies is useful, looking elsewhere is a waste of time.
 Eg. If there is a vacancy for a PR executive or a journalist then the job sites or job boards who have candidate from the journalist backgrounds should only be looked into.
# Making videos a part of interview process:
It is mandatory to use videos via internet medium to promote company and also for taking interviews.
Eg: making a short video-feature highlighting company functions.
Taking interviews on mediums like skype etc.
This helps to reach people who live beyond the geographical boundaries.

# Mobile friendly application process
It is very much evident that evolution of technology has come upto a stage where mobile applications have gained lot of importance. So why not use it for attracting candidates ?  having a mobile friendly application helps to make it easy for role to apply for jobs and also for company to built applicant database.

# Leverage employee referrals:
Your best source for finding new employees is often your existing team. If you’ve done your job and hired great people to begin with, then this has a network effect. If your current employees are happy, working on great stuff with a great team and making customers happy, then they're inclined to refer their friends and colleagues to join them.
# Drip e-mail marketing:
Once you've made the decision to hire for a position, put the rest of the promising candidates into a campaign that sends a drip email 2-3 times per year. Keep the emails simple. Remind people who you and your company are, ask them how they're doing, and make it easy for them to check out your careers page and connect with your company on social media if they want more info. How often you want to do it, that pace may vary company to company and changes prevailing therein.
# Bad interview skills:
Having incomplete knowledge of job position and not know what you r looking for can piss of the good employees and make them run away. Haywire and redundant questions are a stigma to systematic recruitment process.
# Considering rehires and alumni:
Considering rehires for fulfilling the empty posts is one of the good source. If you have treated the incumbent well at the time of exit, yu can always review the current status of employee’s expertise and recruit him/her again.
# Ignorance in profiling your best employees:

Look at the performance of your best employee to date. What makes that person special? Is it domain expertise? Is it hunger and drive? Is it high energy levels? Or it's the willingness to learn and try new things? Whatever it is about that person, use
it as a gauge to create your core values, and then hire for those values. You can always use it as a base to determine what to look for and then it is always helpful to motivate the existing best performers too.

Keep hiring keep updated……
Hope the writing was helpful..

CEO
Trivikram HR

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