Hiring a new candidate can be an exhaustive process, especially if the newer candidate is to replace a very productive employee. You need someone with same skill sets and the prowess to help your company grow.

Recruitment Process Outsourcing (RPO) is a business process, which help organizations hire employees. These RPO providers handle the entire process according to your values culture, and business goals. Given below are the benefits, RPO have for the businesses: –

Quality Hiring

In-house recruiters have to go through a lot of profiles, and they might not be able spend the required amount of time to track and screen candidates to fulfil the requirement of the company. RPO recruiters are always in touch with job seekers, making them a reliable point of the contact between quality candidates and the company.

Scalability

Companies go through peaks and lows, RPOs help you to flex accordingly. If your company is expanding the business, you would need more staff, and if it’s downsizing, you will implement hiring freeze. RPO adapts to any situation and helps deal with these extreme contingencies.

Analytics and Reporting

RPO helps you to track every stage of the recruitment process with real-time reporting and insights, helping in better decision making. Such insights make the future audits of recruitment much easier.

Talent Pooling

RPOs provide companies with the best people for the job. These candidates are pooled and actively engaged with, creating a community for future hiring.

Ends the need for Direct Advertising

RPOs help in significantly cutting back costs on advertising. The candidates directly go the RPOs, ending the need to advertise. These RPOs have all the necessary resources for tracking the best talents available.

Personalised hiring process

Sometimes, the usual recruitment strategies do not prove ineffective in finding the required talent. RPOs help customize recruitment process and create new processes to target specific talent or meet specific objectives.

Now you know, RPOs are more than just cost and speed. Choose an RPO that understands your culture, values and hiring goals. Some of the best RPO companies such as GLOCAL helps you do a complete overhaul of your business, taking your company to new heights.

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1. Have a look at your current HR and recruiting practices.
The main focus of successful leaders is usually on current HR and recruiting practices. Every time you plan to hire talented people for your organization, try to reach that person. Focus more on using filtering tools to target the kind of talent you need. Build your reputation the way you want to be perceived by candidates.

Ask yourself questions like:

a) Is your career site design influencing enough?
b) Is your language in employer branding convincing enough?
c) Are you able to engage influencers and brand advocates?
d) Is it appealing and fresh for all generations?

Construct and deconstruct the recruiting process from initial posting to final hiring. Take feedbacks form recent hires, whether they have joined the organization or not and decide where you need to make changes to catch the attention of the talent you need.

2. Make the necessary changes.
The main aim or focus should be to make your company look like a great place to work in people’s mind, including the talent that isn’t looking for job change at the moment. HR and recruitment is a great branding opportunity for a firm and nobody would want to represent one’s company in a misleading way. So every time you consider hiring outside talent to help you develop an integrated or holistic Recruiting Habits process, ask yourself if it is a true reflection of your company. If not, make selective changes to sustain.

3. Engage Your Marketing Talent.
HR and recruiting serves as your initial contact with talent and to make the whole process look more integrated and stronger, it is necessary to have inputs from other departments as well. You are more likely to hire the right talent if you decide to take more suggestions from top talent across your organization in order to make your marketing pitch enticing and intriguing.

4. Social Media.
It is an era of technological advancement and with an increase in the same comes social media in a picture. Social Media plays a great role in helping brands to reach their customers easily especially youngsters who are highly active on such platforms. Not just that, it is considered that while recruiting candidates one should never rely on just one or two sources and that’s where social media comes into the picture. It assists companies to find the right talent on social media sites like Facebook, Twitter, Instagram, LinkedIn, Pinterest etc. Therefore most of the organizations have started taking the help of these platforms to recruit fresh talent and to make their online interface user-friendly.
In The End:

Recruiting Habits process of any organization must be a genuine representation of your leadership and workplace culture. Any misrepresentation caused may attract the wrong kind of talent. The focus must be on attracting talent that feels easy and comfortable to work in your culture. Organizations must work hard to make HR and recruit, a reflection of their vision, mission and methods and also must be able to identify and use social media to grasp and communicate with the right talent so that it further results in leadership excellence.

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Organizational psychological principles:

a) Help you identify ideal candidates.
b) Create an enticing workplace to attract and retain employees.
c) Maximize your recruitment efforts with effective interview strategies.

1. Team
   Organizational psychological principles make it easy to identify qualities and educational degrees, necessary to attract the right kind of personalities or candidates you seek. These principles help you select people who are compatible for a particular job role, without being discriminatory. For Instance, an employee in Archie’s store needs to be friendly in behavior, someone who is willing to share his knowledge or suggestions regarding gifts with the customers whereas a Credit Analyst profile requires more businesslike and professional employees.

2. Looking for New Employees
   Organizational psychological principles help you identify your ideal candidate and understand:
   a) Management style.
   b) Organizational culture.
   c) And efforts employee needs to make for recruitment purposes.
   d) It also helps you focus on the elements necessary to present your opportunity well.
   e) Organizational psychological principles help you determine the kind of programs which attract students, compatible with your business from different universities.Creative opportunities are what attracts talented candidates.
3. Interviewing
   Interviewing candidates, gaining needed information and attracting employees to work for you is definitely not an easy task. Through organizational psychology principles, organizing interviews effectively and formulating right questions remains no tough a deal. These principles help you focus more on interviewing strengths needed for your team by avoiding stereotypes. For Instance, if an older woman applies for the job at a trendy clothing store targeting teens, where you want a salesperson that can connect with your customers, you need to determine how would she connect with your customers without discriminating someone on the basis of their age.

4. Your Workplace

If you need to hire female employees for your baby gear store, a creation of a workplace that is family friendly and allows female employees to take care of their sick children, attend school functions, might turn out to be an attractive employment offer for them. Organizational psychology focuses on what perks and offers are most important to different types of employees that can be applied to create enticing offers. It might not be possible for small businesses to offer huge perks or benefits that larger corporations provide, but they can definitely come up with other more valuable perks.

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1. Enable your employees to evangelize

As we all know life is all about accepting changes and moving on. So it is needed from a company and its employees to understand how social media is gaining popularity and how it can be used to promote themselves or to serve their purpose of recruiting fresh or experienced talent.

The focus of top-level management should be on the fact that they enable their employees to grasp new things in order to yield better results and also they should be motivated to convey a positive image of the company so that more and more people get to know about it. Empower them to write blogs or tweet about their work, post pictures of the events that take place within the organization so that it becomes easy to attract people to join your firm.

2. Promote positive publicity across the social web

Social media is a highly influential thing these days; consequently, it becomes very important to be careful about the way you present your organization on social platforms. The more positive exposure you cultivate for your company over the internet, the more great talent will come looking for you. Through social media, you can post pictures and videos of official events that take place which would have a company in attracting people to join them. Blogs related to benefits that employees enjoy or their positive experiences with the company can be posted on social media platforms. Though, it should be kept into consideration that no confidential information is made public through this method. Also, anything promoted across the social web must be positive and consistent in nature so that it causes no harm to company’s image.

3. Avoid common mistakes

 Many recruiters and business owners make a few mistakes along the way in their search for top talent. To help you stay focused here are the top mistakes to avoid in order for you to reach your full potential:

a) Posting the job is never enough: Always be readily available to update users on how the recruitment process is going, share explicit details about the role, and respond to user inquiries about the position and wider application process.

b) Don’t oversimplify: It is essential to clearly define your target audience. This helps in deciding which networks would be the most effective for filling the position.

c) Prioritize depth: For social recruiting to become successful you need two things – number 1 – take time to develop your connections and number 2 – build trust before recruitment to make sure you entice the best talent around. Your priority should be depth and not breadth.d) Don’t start without proper direction: While recruiting through social media it is important for recruiters to seek training and guidance in order to promote best practices.

d) Don’t start without proper direction: While recruiting through social media it is important for recruiters to seek training and guidance in order to promote best practices. Also, it is prudent to do this in a group or team so that everybody’s collective expertise can be put to use and issues can be resolved easily.

4. Be mobile friendly

 According to a recent research, seven out of ten job seekers search for employment on their mobile devices, whether it involves receiving job alerts, viewing job postings or reading job-related blogs, forums and articles. So, recruiters need to make sure that every part of hiring process should also be available to mobile users whether it is a job application or video interview. In order to meet candidate’s rising expectations, social media and mobile are becoming important tools in the continuous search for talent.

5. Niche social groups

 Niche social groups are a lot more effective than having examples on a website because they are a lot more personal. Through such groups, candidates get an opportunity to communicate openly with employers which can help them know more about an organization’s culture. It also helps recruiters to share company updates regarding openings with a ready-made talent pool.

There are a number of LinkedIn and Facebook groups which help recruiters to derive insight from such niche social networks to understand the views and attitudes of specialized individuals in specific areas. Niche social groups, unlike large social networks, provide access to professional experts in their specific areas.

In the end: The use of social media has not only proved successful in finding the right talent for the job, however it has also impacted on the wider recruitment process for businesses of all shapes and sizes. Moreover, it is said ‘you go fishing where the fishes are swimming’ and currently social media platforms are the places to find fish for yourself.

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