So, it’s done. You have decided, you want a job. But, how will you reach out to your recruiters? As they said, “It’s easier said than done”, the decision to start looking for a new job is easy, but the execution is much more complicated. We at Glocal RPO, have created a step-by-step process for you, that gets you visible amongst employers/recruiters.

Get Yourself Together

Ask yourself is your resume up-to date? If not, then this is first thing you need to do. If yes, you need to share it with as many in people in your network as possible to increase your changes of receiving a referral.

In the digital age, you definitely need to have a social media presence so, make sure, you have a shiny presence. Brownie points, if you also have a website.

Figure out the Right Agency

One of the time-tested approaches to finding the right agency is to asking friends who have worked with you in the past for recommendations, HR professionals in your network for a referralor search for ‘recruiters’ or ‘recruiting agencies’ via LinkedIn or Google.

Also, one need to keep checking agency sites to find necessary information on whether they would be able to help. As, one needs to keep in mind that, here one-size-fits-all approach doesn’t work. There are several agencies which cater to companies from only a specific region or a sector.

Be Brave

Once, you’re done with finding the right agency, be brave to reach out. Since, recruiters are extremely active on LinkedIn their profiles, that means you should take out sometime to research who you are dealing it.

There are two ways to do it. Either send a LinkedIn message or email or the other option to upload your resumes on the agency websites (some agencies provide this feature). This gets you into the company’s candidate management system for future opportunities.

In addition to these, you can also reach out via phone. Although, most industries discourage unsolicited calls, sometimes this may do the job for you.

 Follow-up

Have a reminder set to check on recruiters. Sometimes, the process may be dragging so, don’t be afraid to reach out politely to ask for an update. Recruiters, at any time are dealing with thousands of candidates, a little reminder would make sure you don’t get lost in the mix.

As you start applying, you will have positive as well as negative experiences. The right approach is to not take anything personally. One should understand that, things sometime do not fall in place ut one should not stop trying.

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Yes, you heard it right – the digital hiring model! Let’s see what exactly is a digital hiring model?

Technology is evolving and touching all aspects of our lives. It is now all-pervasive and is increasingly playing a major role in the way companies approach and hire talent, retain talent and keep the talent actively engaged for best Returns on Investment (RoI).

Hiring is on Digital/Social Media. It’s the age of LinkedIn and online job applications. Recruiters’ favorite hunting ground for hiring talent is LinkedIn for sure; in fact, some recruiters also actively seek the candidate’s profile on Facebook to understand their personality type, and if they would be a good fit for the firm. The kind of pictures they like and posts they share are considered good indicators of their personality type, which is important to understand their attitude, ability to gel in a team, etc. These speak a lot more than the conventional paper CV’s sent out or emailed as soft copies. Thus, recruiters, placement firms, consultants, and firms are increasingly depending on these as additional methods (apart from CVs and face-to-face interviews) for understanding the ‘fitment’ of a candidate. This is the digital method of recruitment which HR firms and practitioners are using to recruit candidates.

In fact, HR practitioners claim that a time will come when resumes will be completely replaced by rapidly ‘changing’ representations of individual experiences, skills, and aptitudes. Social media profiles, job networking site profiles will be the only reality and recruiters would rely on that to close more jobs.

Faster and Easier Application Process will Rule. These days, job-seekers are more sure of themselves and are aware of their worth. They are also well-versed with our competitive age. The market is also more open, fluid and there are all kinds of job opportunities available. At the same time, candidates are also more open to taking up new job profiles. They see that as a challenge to fulfill their potential in life’s journey. Thus, talent acquisition has slowly but surely become more of a seller’s market now.

So, if recruiters or placement consultants take more time to respond, they will just move on to the ‘next’ opportunity. The need of the hour is to utilize technology to reduce the time taken to close positions. The application process needs to be shortened to tap the talent. Technology will play a key role there too. The main problem of modern recruiting is that it has not kept pace with the pace of our times – by ensuring a shorter, faster process for recruitment. One way to change that is to use technology and use recruitment marketing technologies – that is of course, beyond the purview of discussion here.

Suffice it to say, that recruitment is set to change and technology is ensuring that the change happens!

Please call us for more information on our services –

+425 818 0748

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Yes, you have conjectured it right!  is that what candidates expect in terms of salary exceed what employers offer. Hiring Right People by the company is the main priority for the betterment of the company.  And then an offer gets turned down! And if the chosen candidate’s strengths and skills precisely match the targeted job post, it is the employer who is actually at a loss. This is a problem that cannot be always evaded. Are you offering the right salary? Are you in competition? Stay updated with the latest compensation trends and statistics so that you do not lose potential talent. Be prepared!

This can be avoided when hiring happens via RPO providers. Well, those that deliver results should be banked upon! They have a clear vision and follow a strategy that supports that vision. They are accountable, they take leadership roles, they stay updated with up-to-the-minute international recruiting trends and remuneration, and if anything is amiss, they identify it. Of course one can make mistakes in hiring right people. Identify mistakes, delve into them. You won’t repeat them! And then, the right systems and processes should be in place to avoid mistakes.

Yes, you may have systems and processes well in place. But do you have the right people to execute the same? The expert virtual recruiter won’t make mistakes. Sourcing, screening, assessing, reviewing resumes, sifting through potential resumes, shortlisting and interviewing the candidates, involving in follow-ups, negotiating, formatting resumes, onboarding – do you think the virtual recruiter does only this sequence of events to hire right? How are skill strengths defined and synchronized with assigned vacancies? Regular training, staying updated with changing trends, reworking on strategies from time to time are what many RPO providers subject their experts to undergo.

If you keep on getting the same results, do you ask yourself whether you are satisfied with what you are achieving, whether you want to move ahead and achieve better? How different are you today compared to yesterday? New opportunities and newer challenges do arrive. There may be approaches that you may need to add to your existing strategy. You may need to redefine goals according to the evolving competition. Your virtual recruiter may well pinpoint what is missing and accordingly rearrange your systems and processes, thus enhancing your recruiting efficiency.

Set your priorities, understand your hiring methods, and give shape to a robust hiring strategy. Dig deeper into your goals, identify your strengths and weaknesses. Staffing agencies do partner with reliable RPO providers to further enhance their brand image, grow and expand their client base fast. You can join the trend too and stay ahead in the competition!

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