4 More Campus Recruitment Strategies

Companies are constantly seeking out talented individuals, to build and grow their individuals business. In times when talented and skilled labour isn’t easy to come by, especially when such individuals are in demand by several companies be it; a small start – up, a growing business or a big business. It’s safe to say that a recruiter’s task is never ending as candidates who have been great employees but have received better packages.

Recruiting is the most daunting task or job profile if gathering candidates isn’t as easy as you hope it to be. Luckily there exist “4 More Campus Recruitment Strategies, Recruiters need to be aware of” that are also out of the box ones. Let’s find out what they are.

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Work with Students Associations

While career or On – campus events allows hiring companies to recruit fresh talent working with students associations gives you more exposure to catch talent in the making. What this means is that you can meet students before they decide on a career path and advise them according to their interested field. This will help them to get a clear idea about their choices and the kind of degree they should go in for. Or they can also pick students that have some experience in their field of choice even if they do not possess the specific degree.

Target students with Social Media

Nowadays, most students are relatively active on social media sites. So you can get their attention by analysing the kind of sites that have the maximum amount of students and then post job specs. This will definitely boost your applications and responses to your posts, thus you are likely to get more candidates from which to make a selection. Here you can also advertise any events that are related to recruiting that your firm is conducting, for instance hosting career fairs or introduction sessions.

Take the Recruiting Process Online

You are bound to have more success when you go online as most of your applicants that you wish to catch are within the specific age range that are regularly active on social networking sites. So posting on, online platforms or job portals will help you get more candidates fast.

Capture your Talent

Avoid asking students to fill up scraps of paper at job fairs and use modern methods of seeking the information you require by using technology instead, such as mobiles or iPads. This way all the data is stored in one place and when you require candidates you can simply sift through this data effectively and efficiently and thus speed up the entire process.

These options are far better and more effective ways to attract and capture the right talent that too with a mere click of a button. Therefore, get the desired talent that you seek by cost effective methods and by following the trend that is followed. So the next time you pick your method to capture talent remember to, “Be willing to step outside your comfort zone once in a while; take the risks in life that seem worth taking. The ride might not be as predictable if you’d just planted your feet and stayed put, but it will be a heck of a lot more interesting.” – Dward Whitacre, Jr.

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How to Optimise your Recruiting Strategy?

Tired of the same results, fed up of coming to a dead end? Looking for an alternative to resolve your recruitment issues? Are you searching for new ways to boost your recruiting strategy? If the answer is yes then you are on the right track.

So if you are pondering about, “How to optimise your Recruiting Strategy?” then let me assist you with a few pointers that will be useful.Sourcing Adda

Accept that you have a problem

I know that this sounds ridiculous, well it’s not. Because the first step to finding new alternatives is that you first need to accept that you have a problem. So that you can proceed to finding other options that you haven’t explored as yet. Once you admit that you have a problem it helps you to think clearly and even point out the problems that may occur or haven’t yet come to the fore.

Prioritise any Challenges that you might have

The best way to tackle more than one challenge at a time is first and foremost to jot them down and then prioritise them on the bases of its importance and the magnitude of the effect they pose when scouting talented individuals. Also look for any loop holes that you may not have encountered just yet.

Next Set your Goals and Objectives

When setting your goals and objectives make sure you are clear about them and ensure that they are clear and specific so that you and your whole team understands them fully. There shouldn’t be any ambiguity in the goals and objectives laid out. And if any points are unclear to you or your colleagues make sure you resolve them then and there. Remember to make them realistic as far as possible.

Form an Action Plan

Once you have clarity of thought of all the aspects; then come the hard part. You need to now formulate an action plan that covers and caters to all those problems that you pointed out or that were highlighted during the entire process. Once you have a plan in place, then you need to use it, all the while looking for loop holes or issues that might or that arise.

Time to Measure the Progress

So to ensure that you are actually progressing and not stuck in a loop, you need to measure your progress with the same action plan. A tool that just might be helpful is LinkedIn’s Recruiter score card feature. This can be a handy tool to explore and find out how effective your plan has actually been and whether you need to modify the way in which you are recruiting.

Create a Change Management Strategy

Now that you have a definitive action plan, you also need to come up with another plan, called the change management strategy. This is your safety net if in case the new plan doesn’t work and it definitely needs to be either a modified version of the current plan or a whole new one.

Reward the Success

Upon measuring the results you also need to reward the success that you receive and create a plan to improve the situation if it’s a negative one. So you also need to form a plan that can boost and improve one’s attitude towards a negative situation, so that you can give yourself that boost to keep trying until you find a plan that works. If there are imperfections also learnt to appreciate them so that you improve them.

Well I hope this information was as useful to you as it was for me to mention it. So can do you remember the popular saying, it has a little twist so you don’t hit the same wall every time,If at first you don’t succeed, try, and try again. Then quit. There’s no point in being a damn fool about it.” – W.C. Fields.

4 Habits that Effective Recruiters Avoid

You are probably familiar with the current trend that is followed i.e. Social Media Recruiting. For those of you who aren’t familiar with this put simply it is a new strategy that recruiters and companies use to fulfil their branding as well as hiring needs by utilising Social Networking sites like Facebook, Twitter, LinkedIn and Google+ optimally.

As a Recruiter if you’re wondering why you’re efforts are going in vain, then you are probably following the 4 habits that Effective Recruiters avoid. If that’s the case then let’s find out what are the 4 habits that Effective Recruiter’s avoid and rectify them to improve our performance.blog2Complain that there aren’t any good candidates

This is quite common with most Talent Acquisition Professionals, but let me stop you there. It’s fairly simple to start complaining and avoid the work. So before you start complaining take a minute to make a check list and identify whether you’ve explored all your options –

  • Have you taken the time out to look?
  • Have you completely searched you’re database?
  • Have you written a Boolean Search String with all the required information filtered?
  • Have you done an advanced LinkedIn Search?
  • Have you done a Monster search or any other job portal?
  • Have you checked Social media like Facebook, Twitter etc.?
  • Have you contacted current and past employees for referrals?
  • Have you got in touch with influential people?

You get the picture, need I say more?

Spam Candidates

Do you send In-mails to everyone that meets one keyword of the job spec by using LinkedIn or any other networking sites but haven’t tailored it according to the candidates you’ve sent it to? If that is the case then it will definitely affect your chances of establishing contact with potential candidates. In such a scenario it is important to note that individuals respond better to personalised contact as compared to a generalised one.

Falsely connecting with individuals

Another common method used by many Recruiters is having false connections. When we wish to establish connections with individuals, the general tendency is to say things to get them to listen to you. The most common statement used is that you’ve done business together although that may not be the case. Once rapport is established a connection is made. This is done by almost every person on LinkedIn that is seeking a candidate. In order to get the most response it is important to stop developing false connections else you’ll lose connections rapidly.

Describing every job as a Great Opportunity

Nothing puts off candidates then describing every job as a great opportunity. Popular statements that are used are …

  • This is a great opportunity!
  • You’ll have the opportunity to experience X!
  • You can take the opportunity to learn Y!

So on and so forth, does this sound familiar? Therefore, if you’re following these statements in your job specs then you might want to stop because no one really responds to such statements.

There you have it the aspects that can make a difference. These are but a few habits that Recruiters follow which affects their efficiency on the whole. Therefore if you wish to be a good Recruiter instead of an average one, you need to first identify if you’re following any of these habits and avoid them. This will in turn improve your hiring percentage and land you with the right candidates. Do you have any ineffective Recruiting habits you’ll like to add?

5 Little Known Features of Instagram

You’re probably familiar with Instagram but the question here is how well do you know Instagram and its features? Is the knowledge you have enough to guarantee success?  These are important questions that require answers. Especially since, the current trend that is followed is social network recruitment.
Instagram is the perfect app for those of you who have a flair for photography and images. You can use this app to recreate and modify your images according to your needs. Well you don’t have to stop there you can upload and share them within and outside your connections on Facebook, Twitter etc. Not only will this attract other people with similar interests but you can also create images and get people engaged as well.
If you’re looking to get noticed or are interested in creating job post’s then these, “5 Little Known Features of Instagram” just might be perfect to suite your needs and in turn boost your responses.  Here we go, did you know that you can…

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How to Recognise the best Candidate?

Most Recruiters, while they have all the right resources to assist them in their performance, they still have the most trouble when it comes to hiring candidates for the job. This is a common occurrence that most recruiters face. When it comes to deciding whether the applicant is the right fit for the job, that’s where the trouble arises.

Judging whether the candidate is the right one for the job can be a tedious task for recruiters unlike other job profiles. The job demands patients and a lot of analyses when hiring individuals that best suit the role. Therefore, here are 9 questions that the best candidate will ask you in an interview.

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