The Best Guide to Recruiting Passive Candidates

Recruiting Passive Candidates
Recruiting Passive Candidates

Who are the passive candidates?

Do you need a different strategy to recruit these passive candidates?

Ok, let’s find out.

A passive candidate is someone who is already employed and not actively looking for any job.

But this doesn’t mean that if a better opportunity is offered they will not consider it. If you are only recruiting people who are currently looking for a job, then you may miss out the most potential pool of talent.

Get to know your passive talent
Get to know your passive talent

 

So, it becomes more tough for the recruiters to attract these passive candidates and hire them.

But, why is it tough to reach them?

Because

  • It takes more effort and persuasion to attract these candidates.
  • They can be more challenging to connect with
  • They often hold out for the right offer
  • And most importantly, companies don’t know how to approach them.

How to improve your ability to attract and hire these potential talents?

You have to find out what motivates them to accept your offer.

It may be better compensation and benefits, better work-life balance or a job that is the perfect fit for their skill sets. You should also find out the impressive way to approach them.

Employer Branding:

75% of candidates would not take up a job with an organization with a bad reputation, even if they are unemployed.

So, make sure your employer branding doesn’t keep you from getting the potential talent.  

Communications:

Follow up these candidates periodically. This is essential and yet many passive candidates have experienced poor communications. Keep them in the loop with regular intervals. Otherwise, it will poorly reflect your organization.

Best ways to recruit passive candidates are:

 

  • Source them through employee referrals
  • Through social media or
  • Through their professional networks.

An employee referral program can be an excellent source for hiring these passive candidates. Turn your employees into an army of recruiters to share how great it is to work for your company.

75% of passive candidates are found on LinkedIn who are already employed, so it is the shop window to search for your ideal candidate. Facebook and Twitter are also another fantastic ways to search for your passive talent pool. Using specific hashtags you can search for a specific set of communities matching your requirement.

So, strategize your hiring so that it appeals the passive candidates and you can hire and retain the top talent for your organization.

If you are looking to improve your hiring efforts, feel free to reach us at http://bit.ly/2xMrgqS  

 

Image source: https://www.slideshare.net/larsingerslev/how-to-acquire-passive-talent

 

 

Campus Recruitment and HirePro

Campus recruitment and Hirepro
Campus Recruitment and HirePro

A survey says as much as 84% of companies globally, understand the importance of campus recruitment. But, having said so, almost all of them agree on the fact that attracting campus talent is quite uphill a task.

In fact, it’s no secret that industries at large have been facing a major talent gap of late. The battle for talent acquisition has made organizations explore newer and better ways to source best-in-class talent through campus recruitment. With more than a lakh students adding up to the talent pool every year in India, the gap is widening.

Among the ways, organizations are implementing to change the face of recruitment, one of the major ones is, changing the dynamics of campus recruitment. Organizations today more than often hire from campuses well before the candidates graduate. As a result, providing them ample time to develop their role-specific skill sets by the time they graduate.  

Re-thinking your Campus Recruitment Program

Here’s how organizations could re-think their campus recruitment strategy for better results when it comes to acquiring talent:

1.  Indulge in employer branding – Every time an organization evaluates a candidate, the candidate evaluates the organization as well. It’s essentially important hence, to put the best foot forward. Be it the work culture or organizational policies or even the product/service domain.

2. Understand the candidate – It’s essentially important to understand the candidate – his intent, his expectations. Learn about a candidate’s objective and personal goals and align them to the growth of the organization. It can go a long way in both acquiring and retaining talent.

3. Doing it the “intelligent” way – The approach to acquiring campus talent should be objective, transparent and metric-driven. Many organizations lose out on potential talent due to lack of informed decision-making. Being aware of the talent landscape is a necessity for organizations to on board the right campus talent.

4. Hire anytime, hire anywhere – The talent scenario today demands an omnipresent campus recruitment program. But, in reality, any organization can only visit a handful campuses on a given day. To bridge this growing gap between talent and organizations, remote recruitment needs to be leveraged. Anytime, anywhere hiring is the future of the talent acquisition space by far.

Advantage of HirePro’s Campus Recruitment 

In the highly competitive world of campus recruitment, HirePro acts as a strategic expert partner. HirePro help companies navigate the landscape – from choosing the right campus to holding effective campaigns and managing resource-intensive recruitment simultaneously across several campuses, in a well-coordinated manner.

HirePro’s campus solutions bank on the unmatched strengths of access to 2000+ campuses across the nation. An intuitive understanding of academic specialization and in-depth profiling of campuses and talent creates the foundation for the HirePro’s science of assessment concepts, design, and development.

With seasoned professionals in campus recruitment, HirePro has helped countless companies draw up the ideal campus recruitment program and implement it in an impeccably coordinated manner.

Interested in knowing more about HirePro’s Campus Recruitment Solutions? Connect with us here.

 

 

5 Successful Recruitment Strategies in Hiring Industry

5 Successful Recruitment Strategies
5 Successful Recruitment Strategies

Recruitment Strategy: Selecting and Keeping the Right Candidate

As the digitalization advances to transform recruitment strategies, in-house or RPO service provider must understand and embrace the changing trends.

So how to employ new recruiting trends to retain better talent at a lower cost?

These 5 recruitment strategies are guide to a smart recruitment, more effectively and efficiently.

Automate your Recruitment Process:

With the advancement of technology, automation has become mainstream technique in the recruiting industry. It is reducing the time-consuming and repetitive tasks of the recruiters.

How automation ease the hiring process and makes the job more effective?

Automation helps in enhancement of screening of the candidates, cost cutting and maintaining recruitment standard. Managing and processing a large volume of candidate application is now only a click away.

Research indicates that online recruiting can reduce cost-per-hire by 50% compared to traditional recruiting solutions. Automation is, truly, the future of jobs.

“The future of jobs is automation; the future of jobs is in replacing robotic jobs (repetitive jobs) with robots”

— Richard Lobo, executive vice-president of Infosys  

Related: Future of Jobs Breakfast Meetup: What role will humans have in the Indian IT/ITeS industry?

Encourage Employee Referral Program:

Successful hiring through Employee Referral Program (ERP) can be an excellent source of candidates.

Driven through employee engagement, the retention rates of these candidates hired through ERP are high. An employee hired through ERP tends to stay associated with the organization for a longer time.

The complication and the cost gets reduced in the referral recruitment strategy. Initial screening is done by the employees only, saving valuable time also.

Related: Tap into the Power of Employee Referral

Employer Branding:

An absolute impact of employer branding strategy is very crucial, when recruiting valuable talent. So, it is very essential for any organization to emphasize on the employer branding.

What employees think about the organization and what is the perception of the candidates in the job market matters a lot. Potential candidates always want to associate with an organization that cares for its employees and where the caliber of a HiPo talent is acknowledged.

Related: Employer Branding is Significant for Talent Acquisition – How Good is Yours?

Positive Candidate Experience:

Recruiting is a two way path and providing a smooth candidate experience definitely enhances the recruiting strategy of an organization.

How to enhance candidate experience?

Recruiting manager should aim to deliver both consistent and positive candidate experience in every way. When recruiters are thoughtful about each step that the candidate goes through, it definitely results in a successful recruitment.

Building a Talent Pipeline:

Building a HiPo talent pipeline has been proved as an effective inbound recruitment strategy.

Review your current sourcing strategies. How strong is your talent pipeline? Are these inbound candidates capable of filling the future talent needs? The idea of building a talent pipeline is that it will fill the positions rapidly in future, when the need arises.

Related: Talent Acquisition in 2017: Looking into the Crystal Ball

Click here for a successful and predictable Recruit-to-Hire Process.

Why outsource recruitment? – Readings from Ramayana

Why Outsource Recruitment? Readings from Ramayana
Why Outsource Recruitment? Readings from Ramayana

Once upon a time in 500 BC…

What do you think a person gets when he mixes an insatiable desire to conquer things with the need for a bigger army? The tale of Ramayana gave birth to this contingency search of identifying a talent potential and utilizing the talent pool for a bigger goal. Also, the earliest account of how to outsource recruitment. The insatiable desire in this context refers to Lord Rama’s desire to cross the Indian ocean and reach Lanka. The challenge was to build the bridge to cross the ocean. As Lord Rama moulds strategy that can help him get ready to scale peaks at pace, he’s also grappling with a conundrum of finding the right mix of people at the right phase of its lifecycle.

It was Nala & Neel who helped Lord Rama to progressively build the bridge. Nala and Neel, though made a fleeting appearance, played an essential part in gathering more monkeys in the process & complete the construction of the bridge in a short duration. Had he not outsourced the task to Nala and Neel, the pool of army would never have had crossed the sea, and Ramayana wouldn’t have been the same.

Lord Rama had the pulse of the situation, what an employer struggles to understand even today. The moral of the story is the number one reason companies succeed, struggle or fail is directly related to who they hire. From the CEO to entry level, success is invariably one hundred percent tied to who you hire. And that’s really the core of recruitment process outsourcing ( RPO ) as an industry: managing a company’s recruitment process of finding the best people to achieve that one insatiable desire.

3 Reasons to Consider while Outsourcing Recruitment Process

In today’s volume hiring landscape, it is becoming increasingly more volatile, making it more difficult for employers to consistently fill jobs. Keeping this in mind, here are some good reasons for a company to outsource its recruitment process:

1. Outsourcing Recruitment leverages better Talent Fitment 

Outsource Recruitment for Better Talent Fitment
Outsource Recruitment for Talent Fitment

Now, if you take a close look at the floating stone story of Ramayana, Nala and Neel were speedy and agile; they were chosen to complete the impossible task of gathering local people, who could collectively work towards attaining that one goal. These critical characters were just ordinary people before the ‘Rama Sethu’ episode of Ramayana, until it was discovered that their skills can be utilised to achieve a larger purpose. What if they were chosen for some other task, could Lord Rama cross the sea? Scaling a company from 10 to 1000 to 10,000 with the right mix of people is the top most priority of recruitment process outsourcing companies.

2. Outsourcing Recruitment leverages Employer Branding 

Recruitment Outsourcing for Employer Branding
Recruitment Outsourcing to leverage Employer Branding

Recapping the ‘Rama Sethu’ episode of Ramayana, one of the biggest challenge in building the bridge was to make the stones float. It is said that a solution of this conundrum was offered by one of the supporters of  Lord Rama, i.e. inscribe the name “Rama” on the stone and then throw it in the ocean. The same was done and it worked! At one point, Lord Rama decided to extend a helping hand, so, he picked up a stone and threw it in the ocean. Surprisingly, it sank without a trace as the stone was not inscribed with “Rama”. Now, that’s the power of employer branding. Recruitment process outsourcing companies focuses on leveraging your employer brand.

3. Outsourcing Recruitment to avoid Reneges/ Attrition 

Outsource Recruitment to avoid Attrition
Outsource Recruitment to bring down Attrition

Quality talent who joins an organisation is bound to exit, if they aren’t engaged. Rather than boiling down this process to a number which states a percentage of the new hires that exits, it is essential to understand the reason behind the disassociation. Had Ravana taken a moment to assess the reasons why Vibhishana left his side, he could have probably averted his fate. What’s ironic is that Vibhishana played a detrimental role in the downfall of Ravana, and similarly every talented new hire that leaves an organisation is an opportunity lost. It is important to understand whether the quality talent failed to adapt according to the organisation, or the organization failed to provide him the opportunities to grow and learn during the first few month of joining?

Why Outsource Recruitment? The Larger Picture

Now, imagine a talent acquisition leader with these 4 super powers:

  1. Capabilities: The skill and recruitment expertise to successfully source a talent.
  2. Resources: Who makes the best use of your time and resources to help you scale higher.
  3. Metrics: Uses the right measurement tool and tracking systems to evaluate the performance of your recruitment strategy.
  4. Accountability: Determines the goals and direction of hiring, so everyone is equally accountable for scaling up.
Power of outsourcing recruitment
The power of outsourcing recruitment

So, you are ready to outsource your recruitment?

Every new challenge whether it be building bridge to fulfill that insatiable desire to reach Lanka (the goal) or a chance to scale your organization to a certain level, it’s hard to do it alone. You need an experienced RPO partner you can trust completely – someone who cares as much about how your organization grows taking one step at a time. It’s time for you to take the next step.

We can help you take the first step. Get in touch here.

The Art of Onboarding

Employee Onboarding done right is crucial
Employee Onboarding done right, is crucial

Bringing new employees on board is one of the toughest challenges the best of organisations and leaders face.  As per survey reports, 40% of new leaders fail in their first 18 months majorly because of onboarding gone wrong.  Critical mistakes made so early often prove to be a disaster.

Also, industrial experts suggest organizations with a standard onboarding process have experienced 54% greater new hire productivity, along with 50% greater new hire retention.

 

What is actually onboarding?

What is onboarding?
What is onboarding?

Onboarding is the process of bringing an employee to a state where they feel more welcomed and reach their best productivity levels, though not at the cost of overlooking factors like essential company paperwork and tasks. The process is deemed something quintessential and important at most companies.

As a matter of fact, onboarding remains a key factor in inspiring employees, helping them grow and evolve, both personally and professionally, and most importantly retaining them. A successful and encouraging onboarding experience in most cases plays at an advantage of the company, given they have hired a potentially talented employee.

2005: The process of onboarding meant a couple of handshakes in a room, and tips on getting used to a new typewriter or a computer and going through a few simple company forms.

2015: With the ascent of umpteen digital channels on the internet, onboarding has transformed into a computerized process across numerous platforms and channels such as online, cloud-based, mobile, social and even audio and video. Moreover, there are even better options available today that help customize and integrate various aspects of onboarding into a one simple mixture of performance and talent management programs.

Today, onboarding has evolved to such an extent that it becomes critically important not to leave the human element out of the whole process and leave it uninspiring and bland.

 

Why onboarding?

Why onboarding is important?
Why onboarding is important?

Onboarding should ideally start from the very moment the candidate has accepted the job offer, with an official offer letter citing the start date and details of remuneration being sent out promptly.

Thereafter, a steady flow of information should continue, designed to keep the new employee potentially engaged. Information details such as official contract of employment, company policies, and so on, can all be used to make the new employee feel part of the organization and the work culture even before his/her first day at work. The period between job offer and start date is a critical span where some new employees may reverse their new employment decision. Keeping in touch with them regularly goes a long way towards keeping the entire procedure on track.

Making a new starter feel sidelined or left out is quite easy. They take up a substantial amount of time to cope with the surroundings and hence, lack of proper awareness can evidently find them down the wrong end. Disoriented, the new employee is quite likely to feel ‘useless’ while the truth is, they’ve been employed because they are qualified, wanted and needed!  But, only with a proper induction is it ensured that the message is conveyed.

It’s essentially important for new starters to feel included and feel a part of the team. In cases otherwise, the sense of alienation is likely to grow, affecting the morale of the new employee and quite likely the performance too.

In extreme cases, they may resign leaving the organization with the financial and time-consuming burden of having to recruit again. The resigning employee supposedly leaves with an unfavourable impression and this can have a damaging effect on the brand image and reputation of an organization. Implementation of a good onboarding practice can ensure such a wasteful failure has been avoided.

 

 

Employer Branding is Significant for Talent Acquisition – How Good is Yours?

Employer Branding and Talent Acquisition
Employer Branding

In recent years, there has been a global concern among  the companies about finding and reserving the best talent to achieve their growth ambitions. So how are you competing effectively in this new war of talent? If the question strikes you, then  it is time to place an increased emphasis on employer branding strategy.

These are some questions that a potential candidate can ask at an interview to assess or find out how evolved your company is in its approach to employer branding.

  1. Why would I want to work for you?
  2. How many employees would recommend your company as a best place to work?
  3. What is the perception of your tenured employees about your work culture?

Talent acquisition has undergone pivotal change in recent years, accompanied with the adoption of  recruitment strategies formulated by companies. The consequence of all these efforts is employer branding. If we start analyzing the employer brand for some of the  best companies over time, we see that they had the luxury of attracting the top candidates. However, most of the employers may have to struggle to recruit for certain functions, business units due to lack of proper employer branding strategies.

Here’s why we think it is worth the investment:

1) Brand Recall – This definitely doesn’t surprise you, isn’t it? The more a candidate is aware about your company culture, it is more likely of them to feel familiar with it. With the impression being positive, they are quite likely to think of your organization as a good place to work.

2) Become the Talent Magnet –  As mentioned earlier, it is significant to leave a good impression of your brand on candidate’s mind. This translates into higher rate of job consideration by probable candidates and their peer group.

3) Be Social – Focusing on employer branding is important for acquiring talent at all levels, given the fact that now candidates have access to various social media platforms. Hence, it goes without saying that a strong social media presence adds value to the overall branding effort.

As a result of the above mentioned, it becomes easier to attract all kinds of audiences, while keeping in mind the junior talents to individual contributors and managers. After all, the organization with a better employer brand becomes the strategic foundation of hiring the best talent and retaining the top tier of those around the globe.