The Internet along with other technologies has made remote working a reality for employees and has completely revised the way businesses operate in the today’s modern world. But this change is also one of our greatest competitive strength. We can hire talented people from any part of the world.
We live in a connected world so, connected that we don’t even need to leave our comfort zones and still get the work done on fingertips. Modern day jobseekers and businesses all over the world are adopting the same in the form of virtual teams.
So, before learning how to manage virtual teams, let’s first understand what it is?
Virtual teams are teams entirely consist of remote workers. A virtual team is a group of individuals or employees who are geographically scattered across different locations locally or globally and different time zones sharing information and cooperating in real-time using various technology tools like online communication, cloud applications etc. Managing virtual teams has its own set of challenges and benefits, but overall the benefits outweigh the difficulties.
Here are few tips on how you can manage your virtual employees
Communication is one of the tops challenges for virtual teams. It requires a plan to drive it. Since teams aren’t together in a co-located office, everyone needs to be dynamic in creating a communication schedule. Discussion that takes place in an office can sometimes be immensely helpful and productive, generating new ideas that might not have come to light in another context. Email, in particular, is a solid tool for conversation, Skype or Google Hangouts are great for quick instant messaging. Virtual phone systems centered on cloud technology can be used for quick calling and task management. Also, project management tools can help you keep your communication in a lot more organized manner and you can refer to it whenever you want. It also helps new people when they join, as they can refer to the previously discussed points. Also, using screen sharing tools like TeamViewer, join.me etc. comes handy when you want multiple people to see the same screen in real time.
Promote remote team building
Remote team building won’t happen naturally and it’s not an overnight process, it requires constant efforts on your part as a virtual team manager, also from your team members. Some easy ideas for team building are a daily video standup, a weekly meeting where the team can share about their personal life along with professional thoughts like what they did over the vacation or weekend. Additionally, setting professional goals contributes to being systematic and puts people in the right mindset.
Track working hours
In a flexible environment, it’s becomes difficult for a manager to actually find out how many hours team members are working, or even if they are working at all. In this case you need to track work hours by using software to make sure that your team members are working on the tasks at hand, little software can help you see what projects are being working on, which websites team members are visiting, applications being used, and even time spent working and time on breaks in real time.
Make expectations clear
Simply telling verbally someone to do a task is usually not the best way to go about managing teams. Put your expectations into writing exactly what you expect from your virtual employees including work deadlines, work hours, availability, and response times. Also include small details that are specific to your business, which can cause trouble when working with virtual employees.
Build trust
It is important for the executive team to cultivate and encourage an environment of trust and give team members the benefit of the doubt. This should go without saying. Leaders are still bringing the idea that remote work does not mean less work. Build trust in your colleague’s by giving them space to speak openly to discuss individual ideas without ridicule or judgment. Employees should feel comfortable while having conversations where they can be honest and frank with each other as this will help build strong relationships, not matter which part of the globe they are located.
Over Communicate.
More communication means more trust-building, fewer confusions and misunderstanding and better teamwork. Also, not to mention, it is one of the key components which adds to the broader success of the organization in long run. Effective communication can to solve the problem of many employees who feel isolated working outside the office. The individual may overthink about the quality of their work judged or just feel out of the loop. While communication is essential for remote teams, overloaded information can quickly become a problem where no one understands anything.
Rewards & Recognition
Have you heard of the saying “no good deed should go unrewarded”. Make sure you set up a reward system to keep your team motivated and its better pinpoint the team members that can take on more responsibility. You do get up personally and praise your employees and probably pat on their back when they do something good. Remote employees work just as hard as employees based out of an office. And they need the occasional praises to stay motivated just as much, if not more.
With time, teams are becoming more and more spry and less constricted to a physical location. Managing a remote team is fun and challenging at the same time. Ultimately, it has proved to be rewarding for many companies across the globe. If you want to remember anything from this post, it is to bump in with your remote team frequently, and make sure everyone gets the time they require. If you’re planning to build a virtual team, then keep the above tips in mind and arm the tools you need to be successful.
Since the time we came to know about our family and life responsibilities, our struggle starts for a stable life. Your every step means moving towards the financial stability of yours. Somehow, if it gets hampered, it means to you a lot because it hinders your job and the entire family. Uncertainty in work is a very crucial stage for an employee. The office is the place where an employee spends almost 12 hours a day. So, how an employee can digest the condition of uncertainty in his career?
What is uncertainty? Let’s consider the current situation of COVID-19. It is the most uncertain condition from the era, where nothing has left unaffected—the schools, the offices, the workers, etc. The employees are losing their jobs in vast numbers. Everyone is a bit insecure about their stability in the work. So, as a manager, what will you do if your team feels discouraged due to this uncertain time. As a leader, it is your significant responsibility to keep your recruiting team engaged amidst uncertainty. I am presenting a few techniques using which you can make your Recruiting Team encouraged.
First, Take Care Of Self
I will consider “taking care of yourself” as an essential point before you start to finish with your employees. If you are not fit, you are stressed, you are not confident and relaxed, then how will make your Recruiting Team feel full of energy. It would be best if you stood with a positive attitude, and then only you will be able to involve your team at work. Don’t show them that you are stressed. Get each one involved in the book. Ask yourself, “How can you support someone in this unstable time?” “What do you want to be to deal with such a condition?” If you get the answers to these questions, you are ready to go to your employees.
Give Them Your Compassion
You are the leader. But, you reached the position of stepping being an employee. So you are very well known about the feeling that if your leader doesn’t listen to you, how it affects your work. So, it is essential to listen to the Recruiting Team one on one, know about their issues, and try to make them comfortable. Keeping your doors open and regular check-ins are the most promising way to show you are ready to cope with their issues. They can get relax by involving you in their shoes.
Communicate Like You Never Been Before
You are the boss, so don’t go with the thought of being the boss. Pin drop silence kills the communication, and it is not always beneficial. Ask your Recruiting Team for the updates, even if you are not new to it. This small action comes as in, the employees are still the priority for you, even in the crises. Even though you have learned Business Continuity and Crises Management rules, it does not teach how to deal with it. Problems don’t come up with the shape and menu card. It could sometimes be worse than your imagination. So, your sense of action defines you, how you treat the employees.
Share Your Calculated Decisions
This tiny thing can get your Recruiting Team into confidence. Don’t be afraid of sharing your calculation chore before your employee approaches you for the permission. Making decisions for paid leaves, adjusting working hours to taking care of the family, and remote work schedule emphasizes your employees’ significant impact. Sharing these details before your team contacts, make them feel comfortable and involved in bookworm.
Being a senior, it is not always essential to be a leader. No one has a book that can teach the art of dealing with the crises. It is you and your way of thinking that makes you the boss. If you have the powers, it is equally important how you utilize them, making your boss.
Just like every other sectors, the recruitment industry is amidst uncertainty. Pragna solution can be your key to hassle-free recruitment. We are a team of competent consultants and HR’s who target and get you quality hires even in this COVID-19 situation. For any assistance for recruitment solutions, Pragna solution can offer you the best recruitment services. To know more about our services, check out our website.
When recruiters are looking for quality hire, there is more than a way to reach out to the potential candidates. Apart from LinkedIn and other social media site, email is an excellent tool to reach out to the potential candidates and urge them to apply for the job. If you are thinking that email is an outdated method, the statistics says otherwise.58% of professionals never fail to check their email, and if you are counting the hours, they spend an average time of 2.5 hours a day checking their emails.
Email Marketing for Recruiters serves a targeted method of sourcing candidate. You must have been using email as a source of communication. But when you take up email marketing as a recruiter, there are few tips that can help you make the right candidate reply to your email.
Surf for the best Automation Email Marketing for Recruiters Service/ Platforms
When the goal is to reach out to qualified candidates, you must look for a few important features while selecting the most suitable email marketing automation platform. Here are the checkboxes you must tick while checking the feature.
Segmentation
social media integration
A/B testing
Personalization
Performance monitoring through data analytic
smart content
Some of the best emails marketing automation platforms are Customer.io, Contact solution, Hubspot. If you are looking for marketing solutions, do not forget to visit our website.
Segmentation is inevitable
Another significant factor which decides the efficiency of your Email Marketing for Recruiters strategy is segmentation. Segmentation of your email compliant list can be based on several factors such as job roles, active and passive jobseekers, and experience in the industry or in the same domain. The main aim of segmentation is to pick the list of email recipients who are qualified and interested in the job vacancy you are offering. A pre-defined job role and expected experience can help you in the segmentation, so you don’t shoot emails at people who are not at all interested.
Simple and Clear Content with every required information
A complicated and vague content won’t help you in the success of email marketing. The email should contain the following details in clear and simple language (better to avoid jargon).
A few lines about your company (backed with your website link)
Job description of the vacancy
Expected qualification requirement
Benefits of the job like flexibility of working hours, health insurance, free trainings etc.
Expected or starting salary with the scopes of increment
A clear call to action
When a person opens his inbox, he scans through the mail first and then opens the one that catches his attention. So never forget to add suitable subject to your mail.
Personalizing attracts attention
Personalized emails get a better click rate than non-personalized email. As a recruiter, when you are enlisting the name of the recipient, you can create a connection and urge him to read through the whole mail. Your email compliant list contains a section of passive jobseekers, you can increase their engagement and enhance their chances of conversion through regular newsletters or blog posts related to their professional skills, tips on job interviews or some programs or courses to upgrade their skills.
Visible Call-to-Action
The primary purpose of email marketing for recruiters is to pool the application of qualified professionals fitting well in the vacancy. So, if you miss out to convey a loud and clear call-to-action, you may end up getting 5 applications per 100 emails. Either opt for an integrated ‘Apply Now’ or clearly state where the applicants can send their CV. You may also enlist the contact number of the recruiter so that the applicants can clarify any query related to the job. In order to lure jobseekers for prompt action, you may use infographics to draw their attention to the lines or button of call-to –action.
Email marketing is an evergreen strategy that can help you get the desired response if used correctly. As a recruiter, you can definitely make your job of sourcing candidates less hectic through effective Email Marketing for Recruiters. The above-mentioned tips can help you to kickstart or redefine your email marketing for recruiters.
Recruiting the foremost effective talent isn’t as easy as several people want to assume. An employee hasn’t had a lot of choices throughout the work search. Public and personal sector organizations face similar talent shortages and more and more deploying ingenious ways in which to draw in and retain high performers. However, for organizations with tight budgets like cause-based nonprofits, state & native governments, and academic establishments, competitive against the non-public sector supported compensation alone is troublesome to try to.
With a powerful job market, employees prefer companies with smart cultures, competitive pay, and advancement opportunities. Giving employees what they need will assist you to induce and keep the top talent.
With these few tips, techniques and strategies, you can put into play in order to cut through all of that noise and attract more candidates.
Company’s mission and values
According to LinkedIn’s work Culture Report, eighty-six % of millennial would take into account a salary cut to figure at an organization whose mission and values align with their own. Establish the foremost vital skills and values for your company. Then fill positions around those desires, rather than simply hiring one worker to exchange to another.
It ought to be obvious to anyone who’s hung out in metallic element that employees do not solely wish to understand however their work ought to get done and the way it’s being measured, but also, that they perceive however those efforts align with the future mission, and vision, of their various employers – and why those efforts refer the business.
Employee Happiness
No, this doesn’t merely mean telling candidates what proportion you price worker satisfaction. Once the corporate culture is formed upon the principles of advantage, it reflects on the retention levels of the organization conjointly.
Think of your current workers as walking, talking billboards. Also, you already assume your current workers are talented mean, and productive. This army of workers members can facilitate to not solely rave regarding your culture and boost your employer’s name however in addition to expand your reach and broadcast your hiring must their own webs of contacts.
Employer Brand Advantage
For brands with operations unfold across geographies, or for conglomerates with several businesses below them, ‘one size fits all’ approach doesn’t work. It’s not necessary that the story a whole desires to speak is that the same all told the regions.
When you consider promoting a business, you seemingly consider selling your product or services to consumers. However, if you’re progressing to attract the proper talent to your organization, you ought to place even as a lot of stress on promoting your brand.
Change goes to come back. It’s up to you to confirm your employees go together with it.
The Internet along with other technologies has made remote working a reality for employees and has completely revised the way businesses operate in the today’s modern world. But this change is also one of our greatest competitive strength. We can hire talented people from any part of the world.
We live in a connected world so, connected that we don’t even need to leave our comfort zones and still get the work done on fingertips. Modern day jobseekers and businesses all over the world are adopting the same in the form of virtual teams.
So, before learning how to manage remote teams, let’s first understand what it is?
Virtual teams are teams entirely consist of remote workers. A virtual team is a group of individuals or employees who are geographically scattered across different locations locally or globally and different time zones sharing information and cooperating in real-time using various technology tools like online communication, cloud applications etc. Managing virtual teams has its own set of challenges and benefits, but overall the benefits outweigh the difficulties.
Here are 7 strategies on how you can manage your Remote Teams
Choose right communication tools for Remote Teams
Communication is one of the top challenges for remote teams. It requires a plan to drive it. Since teams aren’t together in a co-located office, everyone needs to be dynamic in creating a communication schedule. Discussion that takes place in an office can sometimes be immensely helpful and productive, generating new ideas that might not have come to light in another context. Email, in particular, is a solid tool for conversation, Skype or Google Hangouts are great for quick instant messaging.
Virtual phone systems centered on cloud technology can be used for quick calling and task management. Also, project management tools can help you keep your communication in a lot more organized manner and you can refer to it whenever you want. It also helps new people when they join, as they can refer to the previously discussed points. Also, using screen sharing tools like TeamViewer, join.me etc. comes handy when you want multiple people to see the same screen in real time.
Promote remote team building
Remote team building won’t happen naturally and it’s not an overnight process, it requires constant efforts on your part as a virtual team manager, also from your team members. Some easy ideas for team building are a daily video standup, a weekly meeting where the team can share about their personal life along with professional thoughts like what they did over the vacation or weekend. Additionally, setting professional goals contributes to being systematic and puts people in the right mindset.
Track working hours
In a flexible environment, it’s becomes difficult for a manager to actually find out how many hours team members are working or even if they are working at all. In this case you need to track work hours by using software to make sure that your team members are working on the tasks at hand, little software can help you see what projects are being working on, which websites team members are visiting, applications being used, and even time spent working and time on breaks in real time.
Make expectations clear
Simply telling verbally someone to do a task is usually not the best way to go about managing teams. Put your expectations into writing exactly what you expect from your virtual employees including work deadlines, work hours, availability, and response times. Also include small details that are specific to your business, which can cause trouble when working with virtual employees.
Build Trust
It is important for the executive team to cultivate and encourage an environment of trust and give team members the benefit of the doubt. This should go without saying. Leaders are still bringing the idea that remote work does not mean less work. Build trust in your colleague’s by giving them space to speak openly to discuss individual ideas without ridicule or judgment.
Employees should feel comfortable while having conversations where they can be honest and frank with each other as this will help build strong relationships, not matter which part of the globe they are located.
Over Communicate
More communication means more trust-building, fewer confusions and misunderstanding and better teamwork. Also, not to mention, it is one of the key components which adds to the broader success of the organization in long run. Effective communication can to solve the problem of many employees who feel isolated working outside the office.
The individual may overthink about the quality of their work judged or just feel out of the loop. While communication is essential for remote teams, overloaded information can quickly become a problem where no one understands anything.
Rewards & Recognition
Have you heard of the saying “no good deed should go unrewarded” Make sure you set up a reward system to keep your team motivated and it’s better to pinpoint the team members that can take on more responsibility. You do get up personally and praise your employees and probably pat on their back when they do something good. Remote employees work just as hard as employees based out at an office. And they need the occasional praises to stay motivated just as much, if not more.
With time, teams are becoming more and more spry and less constricted to a physical location. Managing a remote team is fun and challenging at the same time. Ultimately, it has proved to be rewarding for many companies across the globe. If you want to remember anything from this post, it is to bump in with your remote teams frequently, and make sure everyone gets the time they require. If you’re planning to build a virtual team, then keep the above tips in mind and arm the tools you need to be successful.
In today’s competitive talent landscape, social media sourcing has become an indispensable tool for staffing professionals. Beyond the traditional job boards, social media platforms offer a rich pool of passive candidates – highly skilled individuals who may not be actively searching for new opportunities but are open to the right fit. However, effectively navigating the vast social media landscape and identifying top talent can be a daunting task.
This blog post dives deep into the world of unique tools designed to supercharge your social media sourcing efforts. We’ll explore the five most transformative tools currently available, each offering distinct functionalities to help you find, connect with, and attract the perfect candidates. By incorporating these tools into your recruitment strategy, you’ll gain a significant edge in the race for top talent.
The Power of Social Media Sourcing: Numbers Don’t Lie
Before we delve into the toolbox, let’s solidify the importance of social media sourcing with some compelling statistics:
LinkedIn alone boasts over 830 million professionals across the globe, representing a massive talent pool for recruiters [Source: LinkedIn].
A 2023 study by the Society for Human Resource Management (SHRM) revealed that 87% of recruiters leverage social media for talent acquisition [Source: SHRM].
Social media hires tend to be happier and stay longer with companies, with a retention rate that’s 50% higher than those sourced through traditional methods [Source: Business News Daily].
These figures paint a clear picture: social media sourcing is not a fad; it’s a cornerstone of modern recruitment. But with so much information scattered across various platforms, how do you find the needles in the haystack – the truly exceptional candidates who align perfectly with your needs?
Unlocking Hidden Gems: The Top 5 Social Media Sourcing Tools
Here’s where our arsenal of unique tools comes into play. Each offering a distinct advantage, these solutions will empower you to streamline your sourcing process, identify high-potential candidates, and build a robust talent pipeline.
1. Sourcing.io: The All-in-One Social Media Prospecting Platform
Sourcing.io goes beyond basic social media searches. This comprehensive platform empowers you to leverage advanced Boolean search queries across various social media channels and professional networks, including LinkedIn, GitHub, Twitter, and Stack Overflow.
Key Features:
Multi-platform Search: Efficiently search across a vast social media landscape, saving you time and effort.
Boolean Search Mastery: Craft powerful Boolean queries to pinpoint candidates with the exact skills and experience you require.
Contact Enrichment: Uncover valuable contact information, such as email addresses, increasing your outreach opportunities.
Candidate Engagement Tools: Streamline communication with potential hires through built-in messaging functionalities.
2. Hiretual: AI-Powered Candidate Matching for Hyper-Precision
Hiretual takes social media sourcing to the next level with the power of Artificial Intelligence (AI). This innovative platform utilizes machine learning algorithms to analyze vast amounts of candidate data and identify individuals with a high degree of fit for your open positions.
Key Features:
AI-Driven Matching: Leverage AI to pinpoint passive candidates who possess the specific skills and experience you seek.
Automated Sourcing: Free yourself from tedious manual searches. Hiretual automates the process, suggesting relevant candidates based on your defined criteria.
Data-Driven Insights: Gain valuable insights into candidate pools, allowing you to refine your recruitment strategies.
Streamlined Workflow: Optimize your workflow by managing all candidate interactions within the Hiretual platform.
3. Crystal: Personality-Based Communication for Building Rapport
Crystal takes a unique approach to social media sourcing by focusing on building strong connections with potential candidates. This innovative tool analyzes publicly available online data to predict a person’s communication style and personality traits.
Key Features:
Personality Insights: Gain insights into a candidate’s personality, enabling you to tailor your communication approach for greater engagement.
Effective Communication: Craft personalized messages that resonate with each candidate, increasing your chances of building rapport.
Improved Conversion Rates: By understanding communication preferences, you can personalize your outreach, leading to higher interview conversion rates.
Building Relationships: Foster stronger connections with potential hires, leading to a more positive candidate experience.
4. Enlyft: Social Listening for Identifying Industry Influencers
Enlyft goes beyond traditional candidate sourcing. This powerful tool allows you to monitor social media conversations surrounding your industry, competitors, and relevant skills. By identifying key influencers and subject-matter experts, you can tap into a valuable network of potential candidates who are highly engaged in their field.
Key Features of Enlyft:
Social Listening: Track industry trends, brand mentions, and conversations about specific skills and expertise.
Influencer Identification: Discover key influencers and thought leaders within your industry who may be connected to top talent.
Competitive Intelligence: Gain insights into your competitors’ recruitment strategies and the types of candidates they target.
Community Building: Engage with industry influencers and participate in relevant conversations to build brand awareness and attract passive candidates.
Conclusion: Empowering Your Recruitment Strategy with Social Media Sourcing
The five tools explored in this blog post represent a powerful arsenal for staffing professionals. By incorporating these solutions into your recruitment strategy, you’ll gain a significant edge in attracting top talent within the vast social media landscape.
Targeted Sourcing: Move beyond generic searches and pinpoint highly qualified candidates who possess the exact skills and experience you require.
Streamlined Workflow: Automate tedious tasks and free up valuable time to focus on building relationships with potential hires.
Data-Driven Decisions: Gain valuable insights into candidate pools and industry trends, allowing you to refine your recruitment strategies for maximum effectiveness.
Building Relationships: Personalize your outreach and communication to foster stronger connections with potential candidates, leading to a more positive candidate experience.
At Pragna Solutions, we understand the power of social media sourcing in today’s competitive recruitment landscape. Our team of experienced recruiters leverages a combination of proven strategies and cutting-edge tools to identify top talent across various social media platforms. We partner with you to develop a comprehensive social media sourcing strategy that aligns with your specific needs and target audience.
Ready to unlock the hidden potential of social media sourcing?Contact Pragna Solutions today and let us help you build a robust talent pipeline filled with exceptional candidates.
