by Raghu Nandhan | Mar 26, 2020 | Blog, Recruitment Technology, Talent Acquisition
Employee Recruitment
If you are someone who needs to supplement their full-time staff for, for taxation season, the summer, vacation season, or during any other part of the year when business peaks. When you invest so much on a recruiting seasonal workforce, it’s necessary to keep few things in mid to onboard someone who represent your business in all aspects. In this blog, you will get a fresh view to look at your recruitment strategy and see where you can enhance your staffing. Several seasonal employees stand out by contributing more to your team than expected.
The holiday hiring season is always known for a historically-low unemployment rate, thus making it even more challenging to find the right candidates in a very tight labor market.
Here are the 5 key skills to recruit top-notch seasonal employees:
Referrals and Recommendations
Seasonal jobseekers are always fluctuating. It’s difficult to find the right talent on job boards. You got to try different methods to search them. And one of the proven methodologies is utilizing Employee Recruitment referrals. Chances are, your employees know someone who a needs job. Your employee knows what you expect of them. Because of this, they can act as a valuable link between you and the potential new employees who they believe are fit for the position. Referrals always rock and you know in total 7 percent of candidates are hired through referrals, and yet they account for overall 40 percent of hires.
Evaluating the Candidates
In many companies, hiring needs doesn’t go beyond a handful of open roles, however, many companies depend on a seasonal workforce and hire in bulk at once. Altering your interview process to deal with a large inundation of candidates is necessary. Targeting candidates from the local surroundings is an additional method to find candidates faster and making smarter seasonal hiring decisions. You can find many applicants from school or colleges which are off during the summer months, attracting such candidates brings many advantages, as they seek work to gain some work experience meanwhile earn something, also this reduces potential attendance issues due to long commutes and other unexpected circumstances.
Streamlining Your Onboarding Method
It’s a known fact that the majority of seasonal workers won’t be working with you for long, but assuming the same for all might turn out to be foolish. Spending too much time to onboard might look like an unsuccessful cost. Budget wisely for your seasonal hiring. Even though you’re hiring experienced candidates to seasonal roles in your company, you must always provide training. Your company could have totally different rules or policies employees might not be aware of if you don’t. You must always provide an orientation package.
Keep Your End Game in Mind
Many companies that hire seasonal workers see them as a resource pool for potential full-time workers. Never assume that your work staff will last through the season, and there won’t be any need to hire more. No matter how much you plan, you still might have to hire some people toward the end of the season. You can redesign your incentive structure for seasonal and permanent workforce. While it’s not required to provide healthcare benefits to temporary Employee Recruitment, but if you tend to convert your seasonal workers, you may want to offer them some benefits and perks, like health insurance, savings plans, and access to the corporate wellness program etc. Having a healthy candidate pool will make all the difference when it comes time to do rehiring.
Choose “Same time, Next Year” candidates
Recruiting new faces every time during a holiday season can be costly and inefficient. Overall efforts put in, the whole process can be exhausting and difficult. If you are able to figure candidates who will be available next year during the same time period it would definitely ease, you’re your efforts. You can put efforts to build rappo with these candidates and to be in touch throughout the year. Also reserve few spots for the upcoming season for such candidates. This will save both your time and money.
If you haven’t planned your recruitment strategy for the upcoming busy business season, never mind, it’s not too late to utilize some of the above discussed suggestions in place for this year. And after the rush hour, always examine what worked the best for you and what needs to be removed or added to your seasonal recruitment strategy. Never leave things to the last minute.
Utilizing a recruiting plan with key components of effective recruitment budgeting, talent pipelines, Employee Recruitment referrals, streamlined onboarding processes will help you cut costs, save time and still help your business to deliver the best and reach set revenue goals.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Mar 2, 2020 | Blog, Recruitment Technology
Have you ever heard about slack? If yes, do you use it? Great if you do. It is a cloud-based application used for instant messaging developed by Slack Technologies. It’s a great way of communication within an organization. But did you ever realize that it can be used for recruiting as well Slack for Recruiting. Many organizations use Slack to cut down emails and allow more flexibility in conversations. But not many organizations have realized that Slack for Recruiting is also a great platform to connect with people having general interests. For example, you can engage in real time conversations by getting into your Slack community.
Overview of common terms used in Slack:
Slack communities are nothing but groups of users who share a common field of interest. One community consists of multiple channels.
Slack Channels allows conversations between members. Community members can join freely any channel of their choice. Options to create private channels are also available where sensitive or confidential topics can be discussed.
Direct messages and group messages are used for private conversations between two people or more people (group).
Now, let’s know more about Slack and how it can be used effectively by recruiters for talent acquisition.
Using Slack for Recruiting is as Simple as Typing
Slack is just like any other social media platform, having an array of options. However, Slack’s options are designed for more personal communication. Slack’s interface is as simple as texting or instant messaging. You can also use emoji’s or attach GIF’s to connect with candidates that just isn’t possible via email.
Slack for Recruiting Favors Organized Conversations
Slack Channels can be segregated by projects, teams, or even by clients. Unlike emails, Slack avoids you the headache of a single overflowing or overstuffed inbox, and any member can leave or join conversation at any point of time.
Slack Allows Real Time Communication
Using Slack for Recruiting, people can communicate via a lot of options like Channels (Maybe public or private), direct or group messages, Video or voice calls. People can also share documents or photos. It’s also a lot easier to find any chat on Slack, as it provides with many effective search features. You as a recruiter can talk to candidates and also to the hiring manager on the same platform, thus allowing better coordination within the team. Update on hiring methods or feedback about candidates is all available for all in seconds. You can also seek for employee referrals from your connection, also job postings can be linked to candidates social media platforms.
Slack Save Cost and Time
Talent acquisition process is time-sensitive, so communicating with candidates in real-time is critical. Slack helps save a lot of time consumed by back-and-forth of emails sent to candidates to engage them or arouse interest in the open position. Slack for Recruiting is also a free messaging app which doesn’t limit you to a certain number for sending messages. It also offers paid plans, which doesn’t cost a bomb compared to the ROI generated by making tailored hires.
Analyzing Becomes Easier With Slack
Slack holds abundance of talent pool and showcasing their domain related work or documents to be observed by you. This makes the whole process of finding the right fit for a position a lot easier for a recruiter, cutting down a lot of steps involved just before approaching the candidate. The methods of Slack for recruiting will vary from position to position or domain to domain. But making new connections always help as you never know which connection might turn to be hire.
Conclusion:
Slack can be used for both internal and external communication. Internally it can build the team collaboration allowing real time conversations. Externally, it can prove to be an external recruitment mate. It can be used as a tool to engage with talent and also for employer branding. Conversations in Slack are way more organized by default and it opens up sourcing possibilities which you might not come across otherwise. Thus, utilize this social recruiting platform to its fullest potential and never regret later.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Feb 19, 2020 | Blog, Recruitment Technology
In the dynamic landscape of talent acquisition, fostering diversity has become paramount for organizations striving for innovation and inclusivity. As hiring practices evolve, leveraging cutting-edge tools and platforms tailored to diversity recruitment is essential. Explore the following curated selection of 10 diversity hiring tools designed to empower recruiters in their quest for diverse talent.
Expanding Your Reach: Global Job Boards
Indeed: The Powerhouse of Talent Acquisition
Indeed reigns supreme as the premier external source of hires, attracting millions of users from over 60 countries monthly. Offering unparalleled access to top talent across diverse domains, Indeed provides both free and paid job postings, ensuring maximum visibility for recruiters worldwide.
Monster: A Global Hub for Talent Discovery
With a presence in 40 countries, Monster offers a comprehensive online solution for job seekers and employers. Leveraging Monster Premium Job Ads, recruiters can amplify their job postings across 500+ partner sites, targeting active and passive candidates with precision.
Glassdoor: Insights-Driven Recruitment
Combining employer reviews with job listings, Glassdoor empowers jobseekers to make informed decisions by providing invaluable insights into company culture and compensation. Recruiters benefit from broad job distribution and a free trial period, enhancing their ability to attract top talent.
CareerBuilder: Streamlined Talent Acquisition
As a universal online employment website, CareerBuilder facilitates seamless recruitment across multiple geographies. With access to a robust resume database and competitive pricing, recruiters can efficiently identify and engage with diverse candidates.
Specialized Platforms: Niche Recruitment Solutions
Dice: Tech and Engineering Excellence
Catering specifically to tech and engineering professionals, Dice offers recruiters access to a highly skilled talent pool in North America and Europe. With targeted promotion options and extensive partner networks, Dice ensures maximum exposure for tech-centric job postings.
Gigajob: Global Access, Zero Cost
Operating in over 100 countries and supporting multiple languages, Gigajob provides recruiters with a cost-effective solution for global recruitment. Offering free basic ads with extended visibility, Gigajob enables recruiters to reach a diverse audience of jobseekers.
Careerjet: Global Job Search Simplified
With a presence in over 90 countries and translated interfaces in 28 languages, Careerjet streamlines global job search with its intuitive platform. For a nominal fee, recruiters can feature their job ads prominently in search results, attracting quality candidates directly to their inbox.
Harnessing Professional Networks: Social Recruiting Platforms
LinkedIn Recruiter: Networking Redefined
As the leading professional networking platform, LinkedIn Recruiter offers recruiters unparalleled access to high-caliber talent globally. With advanced search capabilities and customizable recruitment packages, LinkedIn Recruiter facilitates targeted outreach and engagement.
ZipRecruiter: Simplifying Recruitment Efforts
ZipRecruiter streamlines the recruitment process by allowing employers to post jobs across multiple partner job boards with ease. With a user-friendly interface and integration with top applicant tracking systems (ATS), ZipRecruiter ensures efficient candidate sourcing for diverse hiring needs.
Innovative Solutions: Redefining Recruitment Practices
Job.com: Revolutionizing Talent Acquisition
Job.com leverages blockchain technology and incentivized feedback to revolutionize traditional recruitment models. Recruiters can post jobs at no upfront cost, paying only upon successful hire, thereby optimizing cost-efficiency and candidate quality.
Navigating Recruitment Strategies: Key Considerations
Innovative tools and platforms offer immense potential for diversifying recruitment efforts. However, it’s essential for recruiters to approach their strategy with careful consideration:
Diversify Your Approach: Explore a diverse range of platforms to tap into niche talent pools and foster diversity within your organization.
Evaluate Cost vs. Features: Assess the features and pricing structures of different tools to identify the most cost-effective solutions tailored to your recruitment needs.
Embrace Innovation: Stay abreast of emerging trends and technologies in recruitment, leveraging innovative platforms to gain a competitive edge in talent acquisition.
By embracing diversity hiring tools and adopting a strategic approach to recruitment, organizations can cultivate a more inclusive workforce, driving innovation and success in the modern workplace landscape.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Jan 29, 2020 | Blog, Industry Trends, Recruitment Technology
Offices today are totally different from past few decades. All the information you need is available at fingertips. Generations today are digital natives, and traditional work systems do not match their expectations. Everyone is connected by technology online.
Technology has both its positives and negatives, and so does the technology hyper connected workforce. With help of technology, many people are able to work from home and able to balance both their personal and professional life.
It has also cut down the need of business travels, saving a lot of time and money. On the contrary, tech connected employees also has its downside. So, let’s discuss a few tips on managing today’s hyper connected workforce.
1. Realizing the Importance of Real Communication
In the shuffle of Skype, emails, chats, and video conferencing, people are forgetting the importance of face to face communication. People have misunderstood the whole concept of communication. Words are not the only thing required for it.
It is a compendium of small gestures, expressions, and emotions that humans tend to interpret unconsciously and these can never be replaced by virtual expressions called emojis. You can learn a lot of many things about a person from personal interaction rather by digital communication.
So if you wish to turn back disasters before it happens, try to find time and get your employees in the same room as often as possible. Weekly meeting or one on ones can also be effective.
2. Digital Detoxification
We all are aware of the fact that a detoxification show positive result on human bodies and same does the digital detox. For people who do not understand the term digital detoxification, it is a time period during which a person abstains from using electronic devices.
This is to reduce stress and focus on improving social interaction in the physical world. Motivate your employees to take a digital vacations sometimes. A team outing can turn out to be really fruitful.
Encouraging a digital detoxification is one of the best things you can do for your employees and your business because the wealth of a company depends on the health of workers.
3. Encouraging Employees to Pull the Plug
It is a motivating problem that usually businesses expect their staff to be accessible throughout working hours. On the contrary, the requirement to be reachable at all times could cause employees to be less productive.
A recent study showed that employees spend most of their time in cooperative activities with their managers, leaving them very little to no time to actually complete their work.
Permitting and encouraging your staff to turn off their phones or place them on “do not disturb” mode will result in more productive hyper connected workforce.
4. Setting and Enforcing Boundaries
These days, it is a lot easier to reach out to people wherever they are. But once it involves business, this same accessibility might create a riddle. Seeing the boss’s emails in the evening might be tough for several employees to ignore till the following day.
This can be wherever setting boundaries can be extremely necessary. Simply because you can send emails or direct reports to your employees at 10:00 pm doesn’t imply you must. If it’s not an emergency situation, or you seek an immediate response, it’s always better to send it the next day.
5. Using Preferred Mode of Communication
It’s likely that you would prefer a certain mode of communication, and there are chances of you unknowingly force everyone else in your company to use it. Different people are comfortable using a different means of communication. For example, Gen X will prefer email communication; Millennia’s and Gen Z are more likely to want to video conferencing, IM or text.
Older people will definitely like a face to face convo or connecting over a phone call. Using their preferred mode of communication with your employees will help you connect with them better in terms of understanding and establishing a rapo. Doing so will certainly take you much further with your workforce.
Conclusion
Irrespective of your business type, your employees being on site or offsite technology and digital communication plays an important role to connect. But these two if not managed carefully can lead to devastation.
Managing your hyper connected workforce will help you in the long run, helping you and your employees to achieve and maintain good work-life balance.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Jul 22, 2019 | Blog, Recruitment Technology, Talent Acquisition
Adopting Video Interview for Hiring
In today’s competitive Human resource market, recruiting the best candidates to your business is the key to success. With tighter budget and increased urgency, organizations are looking for more cost-effective and efficient ways to fill the job vacancies.
Being an HR manager in a company, they receive many CVs for various positions from number of channels like company website, recruitment agencies and online job portals. Sorting through all the CV’s and deciding who to call first for the interview is a lengthy and exhausting process. Their valuable time is wasted on scheduling, coordinating interview timings with the hiring managers and sitting through the entire interview even when, in the first couple of minutes, it is clear that the candidate is not suitable.
Hence, the HR managers clearly need a more time-efficient solution.
This can be achieved by Adopting Video Interview for Hiring process for the first screening of candidates.
Video interviewing is an online process that allows the interviewers/recruiters to invite candidates to record an online video interview. The interviews can be automated, spontaneous, customizable and recorded. This is the easy, efficient and effective way of interviewing.
Now, the HR manager can focus on the other responsibilities while the candidates record their video interviews at any time and anywhere they like.
This process is a lot more flexible for those working in a fast-paced environment which is constantly changing. This helps them in getting the information required by the candidate as fast as they can.
The HR can review the videos at any time and place. And also, share them with their Hiring Managers for the feedback.
By this, the HR can be assured that the candidates they decide to invite for the face to face interview will be well worth their time.
Below are the 6 exclusive benefits of adding of Video Interviews to your Recruiting Process;
- Multimedia enriched experience – Engage with the candidates just like real life
- Let the brand do the talking – Showcase your company as tech-savvy
- Top talents dig flexibility – Interview on basis of candidate’s schedules
- A moment in the spotlight – Let them shine
- 360 degree review – Makes it easy for your team to weigh in
- Reduce discrimination – Reduce bias and improve diversity.
Thus, video interviewing can help the HR or the recruiting team to deliver a time-significant and cost-saving as well as increase the speed and the quality of the Hire.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Jul 9, 2019 | Blog, Industry Trends, Recruitment Technology
Benefits of Third Party Agencies
Have you ever considered the time, risk, and expense of recruiting yourself? Here you can find what are the Benefits of Third Party Agencies in Staffing and Recruitment.
A recruitment agency can lead you to opportunities you had never considered before and can help bring calmness to the craziness that the job searching process brings along.
Here are some of the benefits of working with a third-party recruitment agency
1. Focus on Your Core Business
The time spent on recruiting staff distracts from your business activities. This time could be better spent on securing sales or liaising with customers.
2. Focus on Your Existing Staff
Although new staff are necessary when the need arises, the time it takes to do yourself may be better spent on up skilling your current staff to ensure you retain them.
3. Access to Large Pool of candidates
Agencies have database of hundreds or thousands of candidates. Often, these jobseekers are passive and may not be actively looking for a new role but will consider one if it is presented to them by their recruitment consultant. Specialist agencies in your field will have a large pool of candidates that suit your vacant position.
4. Screening and Interviewing
Because it is their profession and they do it all day, every day, recruitment consultants are experts in screening and interviewing candidates. You may not be as well-trained as them in this.
5. Low Risk
No-placement, no-fee. Recruitment agencies will headhunt and advertise on their job boards on your behalf, all before charging you anything. The fee is only incurred when a successful placement is made. We also operate a sliding-scale refund system for up to 12 weeks after an employee starts.
6. Specialist Recruiters
If the role you are trying to fill is highly specialized, blanket advertising may not yield results. Specialist agencies will be able to determine a better fit between candidate and employer, as they interact with these type of people all the time.
7. Cost-effective
When you add up labor hours spent and opportunity cost, using an agency is more cost-effective than undertaking your own recruitment, especially for small businesses.
8. Confidentiality
By advertising yourself, you give competitors insight into your company and lose your competitive edge. Recruitment agencies keep client identity undisclosed during the initial recruitment process.
9. Industry Knowledge
Recruitment agencies can be valuable sources of market trends, salary information and industry facts. We like to keep our clients informed via website, social media and newsletters.
10. Speed and Efficiency
Because recruitment is all they do, agencies will act quickly and thoroughly on their positions. The consultants have a real passion for their job, so will do the best possible job in the fastest possible time.
Ultimately, working with a recruitment agency can expedite your job search and do so for free.
You tap into the experience of a professional and get a second set of eyes helping you find the best candidates that matches what you are looking for.
At Pragna, we provide the tools that recruiting and staffing agencies need to provide a great candidate experience while providing efficient and accurate placements for their clients. Get in contact with our team today to learn more about our customized recruiting solutions.
