In the digital age of social and virtual recruiting, cold calling strategies still hold a relevant place. Even today while screening candidates an obvious approach is a phone call. Yielding immediate results cold calling is an easy way to sustainability. For a successful business, employee recruitment is of utmost importance and is one of the driving factors.

We have penned down some of the best practices for recruiting cold calls to candidates to impress job seekers and attract best talents:

1. Always sell your company –

One of the most effective ways of recruiting cold calls is to describe the company and the job in the best way to the candidate. It’s imperative to exhibit why the company is such a good place to work and why top talent should choose them over other organizations.

2. Discover what motivates candidates –

Reviewing the career objectives of a candidate’s CV is an easy way of accessing what drives the candidate in terms of professional growth. Demography, geography and psychographics data is the key to uncover their interests and motivators.

3. Engagement with the candidate –

A caller should NEVER come across as mundane or boring. In such cases, the candidate to comes across as disinterested and uninspired. Regardless of the number of calls per day, a recruiter should never miss out on an engagement with the candidate at any point of the day.

4. Follow up on cold calls –

Adding a personal touch of follow-up calls will make the candidate walk away with a positive impression even if they don’t get the position. One of the biggest bone of contention of job seekers is that they never hear back from the recruiter after the first point of contact. It’s worth all the time to recruit the best talents.

5. Understand their skills, dug into them for information –

Make sure you are aware of the basic skill set required to fill up a position and they are relevant to the candidate’s career goals. No point wasting time on a candidate whose profile has no value to the position you are attempting to fill.

      6. Call recording for recruiter training –

An excellent resource for training recruiters from a business point of view and molding strategies accordingly. The right tone, important cues, candidate insights can be learned from these recordings.

For more information on how Glocal can help source you the best talents for your specific roles, contact: +1 425 818 0748, Email: info@glocalrpo.com

#GlocalRPO, #Recruitment, #Sourcing, #RecruitmentTraining, #Sourcers, #GlocalRPO, #Glocal_USA

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Why choose an RPO?

Well, the answer to this question is quite easy after reading the above facts but still there is a question or doubt that struck most of you is why you should prefer the RPO Offshores over your own company’ hriing procedure. So guys here are some benefits or positives associated with hiring or partnering with RPO Offshores rather than doing all the work on your own.

• No framework or infrastructure costs:

When you hire an RPO, there are no infrastructure or framework costs associated with it. You don’t have to spend a heavy number of bucks on the utilities that are required to hire an employee for your company. When you partner with an Offshore RPO this cost is reduced and it is up to the RPO how to manage these costs.

• Higher Accountability

For efficient hiring, you need to have efficient manpower/resources and accountability towards the goals. But In the case of an Offshore RPO, the accountability lies on their shoulders and it is up to them to provide you with quality outcomes in terms of hiring.

• You take home all the benefits

Hiring or partnering with an RPO gives you an all-around benefit. There are number of benefits associated like:

• Cost Reduction: You just pay an altered month to month contract sum, there are no hidden or additional costs.
• The scout functions as a piece of your group and not as a layer
• You can discover scouts to chip away at your non-center competency abilities

Convenient Administration:

You have complete control of your technique since you interface clearly with the enlistment professionals. No trouble of appointing an organization. The RPO has its own specific gathering managing all advantages. Get ready for new progressions and techniques is grasped and is the commitment of your RPO accessory. You can outsource both selection and business headway since there is no purpose behind contention or lack of quality of private data setback

Glocal’ role in RPO Industry

Glocal is an innovative RPO service provider offering their services in various domains or industries. In a short time, they have become a trusted name in the market. Their unique and structured hiring procedures further increase the output quality. This unique procedure makes them a standout performer in the field of RPO providers. Following are some of the KEY Services and Offerings from Glocal RPO.

• Services and offerings.

Glocal has been offering their services in below domains:

1. Recruitment’s
2. Sourcing
3. Recuitmrent Trainnig
4. Job Search Agents
5. Business Development

Other than these the group is offering its services in almost each sector of industry be it Information Technology (IT) department, Healthcare, retail or Consumer Brands. They have offices in the core areas of the World including the UK, USA, and UAE.

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Let’s see the kind of strategies that HR will have to embrace in 2016 to handle the challenges.

Sourcing will remain the key challenge for organizations. The question of getting the right talent pool and tapping them into the various positions for best fitment will always be a challenge. So organizations which are adopting a reactive approach to sourcing will fail in the present scenario. It’s an extremely competitive talent market and key skills are always tough to find. So, what do you do? First, do a real study of the organization’s strengths, technology being used, and then, go ahead and take a more ‘proactive’ ‘people-first’ strategy.

The video will gain prominence in the recruitment strategy. The video is becoming an important part of the talent acquisition dialogue process, and more so, for the interviewing processes. Increasingly, recruiters are utilizing video presentations from candidates to assess their fitment before going ahead with the rest of the processes. They are also setting up video meetings, Skype calls to slash costs, boost efficiencies and streamline and standardize processes.

Mobile talent acquisition challenges will gain traction in the coming years. Candidates are getting used to technology and they are now used to apps which are intuitive, user-friendly, quick and very simple to use on their desktops. Then, why should that not extend to the recruitment process? Candidates will have to be tapped on the mobile apps and screened on them, in the future. It’s the era of the mobile apps, and thinking or rethinking carefully the strategy of adopting and utilizing the mobile into the recruitment strategies will help immensely. It is also the need of the hour.

The screening will remain a challenge. The competition for talent is hotting up and is more intense than ever. It’s also true that candidates do fudge the data and it becomes even more critical now, to adopt and make screening a part of the talent acquisition strategy. A lot of big firms are actually getting the screening done before on-boarding them – in that process, their quality, degrees, mark sheets, etc, are all being verified. This removes any doubts of bogus candidates making their way in and prevents quality slipping for the talent.

Recruitment process outsourcing will come to occupy a prominent place in HR recruiting. Seen as an administrative service, it has taken on a key role in assisting firms in gaining efficiency, cutting costs and improving the hiring processes in general. Today, the organization can’t bypass RPO any longer but it will emerge as a vital driver for organizational change and business outcomes.

Tackle these challenges head-on and you would be set for recruitment in 2016!

Please call us for more information on our services – +425 818 0748

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