The Right Piece Can Make All The Difference !
Employees are the face of an organization’s brand and the most vital asset of a business. They drive the productivity and profitability. The way hiring is meant to be is to select the right candidate by taking the guesswork out of employee selection. Source, Screen, and Select all of your best-fit candidates with speed and efficiency.
To hire smart candidates, the most important thing is to creatively market an organisation’s brand. Let the candidates know you’re a smart, savvy company with links to social media like Facebook, LinkedIn, and Twitter — right from your career site. Recruiters should minimize subjectivity in the selection process, to help them accurately predict a candidate's likelihood of success in a given job role.
Recruiters and hiring managers are overwhelmed by the volume of resumes pouring in, thanks to the weak job market and new tools that let applicants apply for a job with as little as one mouse click. The professional networking website LinkedIn recently introduced an "apply now" button on its job postings that sends the data in a job seeker's profile directly to a potential employer. According to Harvard Business Article: "The Definitive Guide to Recruiting in Good Times and Bad" - Most recruiters report that at least 50% of job hunters don't possess the basic qualifications for the jobs they are pursuing. To cut through the clutter, many large and mid-size companies have turned to applicant-tracking systems to search résumés for the right skills and experience. The systems, which can cost from $5,000 to millions of dollars, are efficient, but not foolproof.
Most companies react to hiring situations as emergencies; that might explain why so many do it so poorly. According to a survey, 50 CEOs' of global companies, along with a pool of executive search consultants who rated about 500 firms, it was found hiring practices to be disturbingly vague: Respondents relied heavily on subjective personal preferences or on largely unquestioned organizational traditions, often based on false assumptions.
According to the Harvard Business Article Review the compendium comprises seven steps, which cover the full recruitment spectrum: Anticipating the need for new hires, Specifying the job, Developing a pool of candidates, Assessing the candidates, Closing the deal, Integrating the newcomer, and Reviewing the effectiveness of the hiring process.
No comments:
Post a Comment