1) Connections
Connections that we build are what helps our business grow. Employees, brand advocates, previously unsuccessful applicants, customers, clients, collaborators, suppliers, Facebook fans, contractors, alumni and all have networks. At times talent and skills are present within the organization but we fail to notice the same due to lack of good connections with people. Everyone you interact with can lead you to your next hire. Upgraded Technology helps in building strong connections and network for Future Recruitment. New connections help us in reaching out to people with the right message at right time.

2) Relationships

Knowing people and building a relationship with them are two different things. At times, we do have access to people but it is important to know whether they will reciprocate in the same manner or not. We need to be careful about the experiences that we give to our clients. We must be good at exciting those who work for us. Recruiters are usually judged by their capability of building relationships and therefore it is important to show influence in a competitive market.
3) Reputation

One’s reputation in the market is what matters the most. So it is up to you how you want to portray yourself in present and Future Recruitment. It is important to keep a constant check on the fact whether you are a good place to work at or not, Whether your work culture boosts creativity and skills of employees or not. Your Hr Processes, the way you manage, encourage, lead, reward and recognize employees is easily visible to all. Buyer’s decisions are usually based on reputation as well as the experience of others with your firm.
“Your reputation is what makes you, build a good one”.

 4) Culture

Organizational work culture plays a major role in its growth and therefore the emphasis must be on building a healthy workplace culture. Recruiters must know that culture is the first thing that a candidate wants to know about. For any organization, It is important to have a well defined purpose, values or guiding principles to sustain. A culture that will support its employees and help them grow is much more important than just rewards and recognition.

From attracting talent, grabbing their attention to talent acquisition is changing. We need to ask ourselves are we ready for the same?

The post Trends Driving the Future of Recruitment appeared first on Blog.

Think of creating your company’s brand and maintaining that brand is one of the primary goals for the company – now, think who’s doing that? This is done by the recruitment team and supported by the marketing team. To generate awareness about the candidates and move around the candidates through a regular recruitment funnel, a recruiter needs to use the correct tools and resources. In fact, the whole concept of building the company brand starts much before the interview stage.

Let’s see how the recruiter works as a marketer for attracting the right talent.

Doing intensive research to generate awareness about candidates, and moving them around through a continuous recruitment funnel needs proper knowledge about the local and national employment market; this includes finding out about the competitors’ key employees and getting new candidates from as well as finding out about where they are losing people too.

Next, for attracting talent, one needs to write a winning job description as well as a person specification customized for the job. It has to be created in a way that attracts great talent quite easily. Usually, job descriptions also include descriptions of their corporate culture and additional benefits offered to prospective candidates to increase their employment brand. Using SEO keywords in job descriptions is another important thing that helps the company to be found quicker in the online space and also, more easily. Thus, having copywriting and creative skills is very useful to help achieve that goal.

Also, the recruiter needs to know about the most effective channels for spreading the word about the job vacancies. The point is once the applications start rolling in and it reaches the interview stage, it’s time for promotions again for the existing staff of the firm. Knowing the right channels helps find the candidates much easily.

The recruiter needs to market the job and the company for potential job seekers and that too, in an attractive manner so that the ideal candidate does not hesitate to accept the job when it is actually being offered by a marketer For agency recruiters, this is even more of a challenge since they need to convince not just candidates but also, the company concerned to go ahead and make that perfect match to earn the commissions’ on which the recruitment business is dependent.

Employment branding is not just about creating the perfect buzzword but rather it is an important factor which needs careful work. A company that wants and needs to attract good talent needs to definitely invest a good amount of thought into the strategy for company brand building. The competition is getting tougher now, since as time goes by, attracting and getting the best talent is not going to be easy. Finding newer and more innovative ways of attracting talent is key to success in recruitment business. Also, having a strong employer brand makes it much easier for candidates to approach and get them interested in the interview process.

So, if you are a recruiter works as marketer out there, please pay heed and sharpen your marketing skills to attract the right talent!

Please call us for more information on our services –

+425 818 0748

The post Think like a Marketer to Attract Talent appeared first on Blog.

Here’s why data-driven recruiting will be good to embrace in the HR practice.

# Data makes the process quicker.  The market operates on the principles of demand and supply; the same is true for the job market. These days, companies are extremely picky about the candidates they want to hire for a particular job. The list of checks for ‘the perfect candidate’ from the hiring manager for each job is long while the pressure on recruiters to fill the number of positions is high! Then what? To be an ace recruiter, you need to be on top of the game and this is when data comes in handy. The pressure to deliver is such that it is tough to ‘steal’ the time to be analytical about the hiring process. Data proves to be helpful here as data is clinical by nature and helps you locate the best candidate while assessing the fit of that candidate. This is as perfect as it can get – at least data helps you close positions faster – compared to when you don’t use data for recruitment.

# Data identifies the talent pool faster too. As a recruiter, you can easily and speedily identify and prioritize the talent pools. This saves time in the process later. Also, if you can sum up the exact talent pool picture for your hiring manager and come up with suggestions to include particular pools or exclude or maybe, even recommend certain job traits, then your job is half done. The hiring manager trusts you and your choices – the process becomes quicker on its own.

# Data can change the perception of how recruiters are. In a recently released LinkedIn report, recruitment data was startling. It revealed that nearly 75% of recruiters didn’t use data for hiring and nearly 56% of the recruiting teams were reactive and took orders. This just means that recruiters pressed for time and rushing to meet targets and deadlines were missing the mark. And, ‘them’ missing the mark, simply means that the candidates hired might not be of the ‘best’ quality. Now think of the counter-scenario, if you are a recruiter and use data, from being passive and reactive, you would be the one to ‘stimulate’ the hiring manager and in this way, stimulate the hiring process in turn.

# Data changes the hiring conversation. It’s a proven fact that successful recruiters and hiring managers, both, don’t stay away from data. They leverage it to save time. It is being acknowledged as the number one driver of measuring recruiting performance. Hiring now is all about building relationships and being collaborative. Data makes it a collaborative and consultative process – between the hiring manager and recruiters, between recruiters and candidates.

Data is a game-changer in the modern recruiting process and is improves the recruiting efforts by a double while having the time taken, thus, making it a more efficient process!

Please call us for more information on our services –

+425 818 0748

The post Data-Driven Recruitment – The Game-Changer appeared first on Blog.