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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Visualize about a big corporate identity having 100 job openings. Handling the openings qualitatively and fast at one go is not the cup of tea for the internal HR team. And if staff retention rate is low, it only adds to the recruiting costs and loss for the organization. Growth and expansion would mean further addition to the staff count, which means further job openings. What every organization wants is evidently improving recruiting efficiency and containing costs. And what ultimately matters is recruiting the right potential talents, who become drivers of growth, not only for the short term but also in the long run. This objective is no wonder increasingly and satisfactorily met by offshore recruiters.

When we speak about staff retention, what every candidate seeks is growth in terms of position, roles, and remuneration. Come to any dissatisfaction in this aspects and jumping jobs robotically happens! Managing talent is hence equally challenging as recruiting them.

Reflect on the costs incurred in hiring talents, the training imparted, and the duration they spend in contributing to organizational growth. Loss of talents would only mean a big loss for your company. Are you rewarding your performers? If not, get it right. Retaining top-notch talent does matter!

The HR department of many an organization worldwide follow systematically and time-tested talent acquisition and management practices so as to maintain a balance in talents recruited and retained. Well, offshore recruiters will do their jobs, hiring for you prospective talents, precisely identifying and defining their strengths and skills in sync with targeted job posts. Managing them is the challenge here. You may come across dedicated outsourcing agents who not only undertake hiring responsibilities but also undertaking follow-ups regularly, thus contributing to talent retention.

Increasing recruiting bandwidth qualitatively and at low cost is indeed part of the HR strategy of small and big organizations alike. Staffing agencies have only multiplied irrespective of the geographical boundary. These agencies further partner with offshore recruiters too, qualitatively, cost-effectively, and exactly meet their clients’ hiring needs. This cyclic process is indeed a boon to the industry, serving the needs of what employers want and what candidates want!

Offshore’ or ‘off the shore’ in recruiting terms applies to RPO agencies working beyond geographical boundaries. Don’t you think staffing agencies partnering with RPO companies located in countries like India gain a big competitive advantage? But then offshore recruiters who are accountable, responsible, run state-of-the-art offices, and deliver results only experience a win-win situation in the partnership deal!

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