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Showing posts with label Executive Sourcing Ideators job-seeker jobs Recruitments Organization. Show all posts
Showing posts with label Executive Sourcing Ideators job-seeker jobs Recruitments Organization. Show all posts
Saturday, 31 December 2016
Deliver The Products/Services As Per Market Demand
Tuesday, 20 December 2016
Job Seeker Insights to Help You Strategize your Recruitment Process
There is a lot about recruitment than what meets the eye. As a hiring manager, it is important to understand the behavior of job seekers so you can tailor the manner of recruitment in order to attract the best talent. Apply recruitment with mobile device Mobile device has become the oft-used instrument for job searches and it appears that most people conduct a job search on their mobile device the first thing after waking up. Therefore, a well-worded mobile friendly job post may help the avid mobile user find the job he is looking for on the mobile device. Special job posting days.
An interesting analysis was that candidates avoid Sundays to do any sort of job searching. They put off doing so on Monday too. It appeared that all their interest in choosing better job options happened on a Wednesday, so it might be a good idea to publish a new job posting on a Wednesday. If a job posting stays on for more than a week, the average numbers of views drop drastically so it might be great to refresh the job posting so that it appears first during searches. Expand the search to other cities. Many recruiters restrict their search to local candidates and this can be limiting. Recruiters would do good to look at other cities too since there are many candidates who look for positions outside their current location.
When recruiters expand their search to look for candidates in other metros, they can enjoy the advantage of short listing from a larger talent pool. Appropriate keywords. Most often companies look for specific skills in resumes and are flummoxed when very few show up in search results. This is because there is a gap between the keywords used by the recruiter and those used by job seekers in their resumes. Analysis into this phenomenon has revealed that keywords used by employers in job descriptions appear anywhere between 2 to 4 months before they begin to show up on the resumes of job seekers with such skills. Therefore, if companies are looking for competencies which are relatively new, results show up only when searches are conducted using many types of keywords or the search is expanded to spot relevant candidates.
Most often it is not the dearth of candidates or talent which becomes a stumbling block to recruit top notch people for the organization. When you scratch the surface, it just boils down to inhibited recruitment strategies which have not produced the desired results. At TheGongzuo, organizations can find the perfect match to their job description and requirements. This search option allows them to customize and locate the best talent in the industry.
Wednesday, 14 December 2016
How to Ensure Candidates Come Well-prepared for the Interview?
As a hiring manager, what steps can you take if your rate of hire is abysmally low and most candidates you interview fall short of some parameter or the other and are unable to meet with success? We often assume that the complete responsibility to be successful in interviews rests with the candidate.
Hiring managers do have a role to play in improving candidates’ success rate for interviews. Many recruiters are put off when candidates have not done their homework about the organization well enough and obviously appear uncomfortable during the interview. Most often nervousness in candidates becomes a barrier for the real talent to come out and this becomes a reason for rejection too. Those out of college and perhaps attending their first interview may not be used to the whole process and will be uncomfortable during the interview.
There are many ways hiring managers can help applicants enjoy the interview process and also improve the number of placements. Be clear about the interview process. As a recruiter it might be a good idea to share with the applicant about the process of interview to ease the air and clear any ambiguity. A way to do this could be to publish a blog post on the company blog and direct candidates to it or even communicate to the applicant via e-mail. Share interview tips. You can use any medium to share interview tips with applicants. A write up about the company with short and crisp interviewing advice will provide some idea to candidates about the whole process.
This way you have also given a good chance for candidates to do their homework properly and can easily weed out those who did not bother to be well informed before the scheduled interview. Links to social media. At most times applicants are meeting interviewers for the first time. To ease their nerves and also prepare them well for the interview, as a hiring manager you could also enable a list of people who could be meeting the applicant and give a link to their social media accounts. Applicants will have an idea who they are likely to meet on the interview and this will keep the environment more ambient. This will also give an opportunity to improve preparation for the interview.
Further, as a recruiter you could also help applicants with an idea about what they would like to know about the applicant in a particular area, skill or experience. Such information to the applicant before time helps the applicant prepare well for his interview and enable an opportunity to exhibit skills and abilities with respect to the job applied for. Prospective jobseekers can partner with TheGongzuo to not only get valuable tips to crack interviews, but also use it as a platform to network with the decision-makers of top companies and startups.
Hiring managers do have a role to play in improving candidates’ success rate for interviews. Many recruiters are put off when candidates have not done their homework about the organization well enough and obviously appear uncomfortable during the interview. Most often nervousness in candidates becomes a barrier for the real talent to come out and this becomes a reason for rejection too. Those out of college and perhaps attending their first interview may not be used to the whole process and will be uncomfortable during the interview.
There are many ways hiring managers can help applicants enjoy the interview process and also improve the number of placements. Be clear about the interview process. As a recruiter it might be a good idea to share with the applicant about the process of interview to ease the air and clear any ambiguity. A way to do this could be to publish a blog post on the company blog and direct candidates to it or even communicate to the applicant via e-mail. Share interview tips. You can use any medium to share interview tips with applicants. A write up about the company with short and crisp interviewing advice will provide some idea to candidates about the whole process.
This way you have also given a good chance for candidates to do their homework properly and can easily weed out those who did not bother to be well informed before the scheduled interview. Links to social media. At most times applicants are meeting interviewers for the first time. To ease their nerves and also prepare them well for the interview, as a hiring manager you could also enable a list of people who could be meeting the applicant and give a link to their social media accounts. Applicants will have an idea who they are likely to meet on the interview and this will keep the environment more ambient. This will also give an opportunity to improve preparation for the interview.
Further, as a recruiter you could also help applicants with an idea about what they would like to know about the applicant in a particular area, skill or experience. Such information to the applicant before time helps the applicant prepare well for his interview and enable an opportunity to exhibit skills and abilities with respect to the job applied for. Prospective jobseekers can partner with TheGongzuo to not only get valuable tips to crack interviews, but also use it as a platform to network with the decision-makers of top companies and startups.
Monday, 12 December 2016
How Recruiting Is Like Getting In Shape?
Just like we make a whole lot of New Year resolutions to get fitter and healthier hiring mangers do have a lot on their agenda. Hiring the best talent to get the organization in shape and to improve its wellness to reflect a fighting fit organization with healthy bottom lines is perhaps the key result area of many hiring managers.
Those who wish to lose weight to feel fit are sometimes overwhelmed with the multitude of choice in front of them. It is a tough choice to make, given the plethora of options ranging from fancy diets to even fancier work out regimens, people are at their wits end not knowing which one to choose. This is the same plight of hiring managers when they set out to hire candidates and are flooded with the choice. The amazing options of cold calling, job boards, references, networking are all available for hiring managers to choose from to reach their hiring target.
Like any fitness enthusiast, the initial days are crucial as you feel your motivation waning. You need all the determination and focus required to doggedly keep at it for the road ahead is long and grueling. The feeling is pretty much the same among hiring managers who know that the process to hire the best talent is not an easy one, which will not finish in a short timeframe.
Further, these days everybody seems to have an opinion on the best ways to keep fit and have no qualms expressing it or selling their point of view. Similarly, hiring managers must also get used to keeping their ears open for the many opinions that will come their way unhindered and adopt only what suits them. Nobody is really wary about sharing their tactics whether it is to get into shape or hire the best talent, you just need to pop the question and opinions come flooding in.
Most of us working out to get fit have to fight the craving and the urge to eat desserts or food that is taboo to any weight loss regimen. The temptations are just too hard to resist and many just give into it leaving their goal of a leaner self far behind. Hiring managers need to still find their way about policy changes, requirement and priorities and also deal with fussy hard to please managers and still not lose sight of their objective of hiring the best candidates.
Getting in shape is no cake walk, so is hiring the best talent to keep the company well and healthy. Hiring managers need to beat the odds and get cracking to hire the best talent and their hard work is very much like how many aspiring weight watchers go about losing weight.
Partner with TheGongzuo to get your professional life into shape and network with the best hiring managers in the country.
Like any fitness enthusiast, the initial days are crucial as you feel your motivation waning. You need all the determination and focus required to doggedly keep at it for the road ahead is long and grueling. The feeling is pretty much the same among hiring managers who know that the process to hire the best talent is not an easy one, which will not finish in a short timeframe.
Further, these days everybody seems to have an opinion on the best ways to keep fit and have no qualms expressing it or selling their point of view. Similarly, hiring managers must also get used to keeping their ears open for the many opinions that will come their way unhindered and adopt only what suits them. Nobody is really wary about sharing their tactics whether it is to get into shape or hire the best talent, you just need to pop the question and opinions come flooding in.
Most of us working out to get fit have to fight the craving and the urge to eat desserts or food that is taboo to any weight loss regimen. The temptations are just too hard to resist and many just give into it leaving their goal of a leaner self far behind. Hiring managers need to still find their way about policy changes, requirement and priorities and also deal with fussy hard to please managers and still not lose sight of their objective of hiring the best candidates.
Getting in shape is no cake walk, so is hiring the best talent to keep the company well and healthy. Hiring managers need to beat the odds and get cracking to hire the best talent and their hard work is very much like how many aspiring weight watchers go about losing weight.
Partner with TheGongzuo to get your professional life into shape and network with the best hiring managers in the country.
Wednesday, 7 December 2016
Ways To Create A Cherish Employer Brand Image And Attract Best Candidates
Building a magnetic employer brand to attract best candidates in the industry can prove immensely beneficial for your organization’s success. A robust strategy has to be chalked out to methodically approach the challenge of being a desirable brand. TheGongzuo offers here some strategic tips for the employers.
Refrain from concealing anything
The choicest candidate would fall in your basket, but just imagine the prospect that would welcome you when the candidate would come to know about the aspects that have been craftily hidden. It would also bring bad reputation for your brand through word of mouth promotion.
Present a cheerful picture of your organization
On your organization’s site, the reigning mood should be that of optimism and jauntiness. You should consider hiring the services of a professional photographer who can piquantly capture the ambience of the office and worksites. This would serve as an incentive for eligible aspirants.
Reflect the policy decisions strategically
Corporate culture has a sway on employees. This holds true for new entrants. If any upheaval has dramatic impact on the management policies, the same should be reflected through official media. Other changes that should be given due prominence may include top executives vacating strategic positions or rehashing of the organizational order.
Highlight your organization’s accomplishments with bold statements
The career page of your brand’s site can be intelligently decked up with press releases that highlight the accomplishments in terms of awards, accolades etc. This would serve as a subliminal catalyst for potential candidates and your brand would command authoritative respect from them. The information should be readily available from a platform which can be accessed by everyone easily.
Plan interviews strategically
The interview panel should feature officials who are conversant with the demands of the position interviewed for and the aspects of the candidate’s experience/ skills that would optimally complement the position. Interview questions should not be monotonous; those that may make the candidates feel jaded. This would diminish your brand identity.
Prepare offers swiftly and discerningly
Your organization’s HR managers should be discerning enough to mentally appraise the worth of the candidate during the interviewing process itself and prepare a package for offer that would attract the aspirant. The package offered should be in accordance with your brand’s deemed value, the capability of the candidate to fit in your team patterns, expected pay package, family conditions, incidental factors and the motivational quotient.
Treat the candidate humanely during interviews
If the interview session is going to be a protracted one, make enough provisions for the candidates to make them comfortable. This hospitality would speak volumes about your brand. Welcome the candidates with a cup of tea or soft drink. If the interview goes beyond the lunch period, the candidates should be provided lunch in the corporate canteen. Directions to the washroom or rest lounge should be indicated clearly.
Innovatively engage the candidates
Candidates would be drawn towards your brand if they get the overall feeling that their families would not get a sense of being isolated by landing new jobs. Shortlisted candidates’ wives can be invited for a tour across company’s locations and residential facilities. This would convince them that once their spouses migrate to new jobs, they would not suffer due to lack of companionship.
TheGongzuo.com is a premiere job search site that carries valuable tips for companies who are keen to craft a formidable brand reputation to attract the best talents in the industry.
The choicest candidate would fall in your basket, but just imagine the prospect that would welcome you when the candidate would come to know about the aspects that have been craftily hidden. It would also bring bad reputation for your brand through word of mouth promotion.
Present a cheerful picture of your organization
On your organization’s site, the reigning mood should be that of optimism and jauntiness. You should consider hiring the services of a professional photographer who can piquantly capture the ambience of the office and worksites. This would serve as an incentive for eligible aspirants.
Reflect the policy decisions strategically
Corporate culture has a sway on employees. This holds true for new entrants. If any upheaval has dramatic impact on the management policies, the same should be reflected through official media. Other changes that should be given due prominence may include top executives vacating strategic positions or rehashing of the organizational order.
Highlight your organization’s accomplishments with bold statements
The career page of your brand’s site can be intelligently decked up with press releases that highlight the accomplishments in terms of awards, accolades etc. This would serve as a subliminal catalyst for potential candidates and your brand would command authoritative respect from them. The information should be readily available from a platform which can be accessed by everyone easily.
Plan interviews strategically
The interview panel should feature officials who are conversant with the demands of the position interviewed for and the aspects of the candidate’s experience/ skills that would optimally complement the position. Interview questions should not be monotonous; those that may make the candidates feel jaded. This would diminish your brand identity.
Prepare offers swiftly and discerningly
Your organization’s HR managers should be discerning enough to mentally appraise the worth of the candidate during the interviewing process itself and prepare a package for offer that would attract the aspirant. The package offered should be in accordance with your brand’s deemed value, the capability of the candidate to fit in your team patterns, expected pay package, family conditions, incidental factors and the motivational quotient.
Treat the candidate humanely during interviews
If the interview session is going to be a protracted one, make enough provisions for the candidates to make them comfortable. This hospitality would speak volumes about your brand. Welcome the candidates with a cup of tea or soft drink. If the interview goes beyond the lunch period, the candidates should be provided lunch in the corporate canteen. Directions to the washroom or rest lounge should be indicated clearly.
Innovatively engage the candidates
Candidates would be drawn towards your brand if they get the overall feeling that their families would not get a sense of being isolated by landing new jobs. Shortlisted candidates’ wives can be invited for a tour across company’s locations and residential facilities. This would convince them that once their spouses migrate to new jobs, they would not suffer due to lack of companionship.
TheGongzuo.com is a premiere job search site that carries valuable tips for companies who are keen to craft a formidable brand reputation to attract the best talents in the industry.
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