The year 2015 just slipped by with lots of ups and downs in the recruitment field. This year, we have seen the US recover from a recession while there is a need of Project Managers in India and China according to a 2015 Global job report by Novid Parsi. Recruitment has changed with the changing economies; it’s time for recruiters to gear up and embrace skills that will give them an advantage in identifying qualified candidates for job orders. Here are a few tips to achieve this in 2016.

  1. Vision is more important than education – We have seen lots of startup companies rise up in 2015, indicating that more and more people are valuing the mindset of entrepreneurship. We have many examples where people who couldn’t make it into top universities or top MNC’s because of education, now have their own startup companies. What I am saying is that it’s time for recruiters to look beyond the education qualifications. It is important for the candidate to have the attitude towards the job rather than all requested qualifications and educational levels. 
  2. Review all given documents – Don’t be too quick to make a decision about a candidate. Some candidates might give you incorrect information or false documents. Validate their documents and the information before giving them the offer letter. 
  3. Make a budget conscious recruitment plan – Many recruiters make the mistake of not creating a recruitment plan within company budget. They follow the rule of “Want a candidate? Go get them”. Hiring more candidates will affect the cash flow of the company. Check with the team: do they really need the candidate? Can existing employees perform those tasks? If yes, then you saved several thousand dollars for the company.
  4. Negotiate everything – It’s not only salary which is negotiable. You can negotiate everything with the candidate about job descriptions and his responsibilities. You may be able to leverage the candidate to perform more tasks, even across departments.
  5. Attract candidates – At the time of interview, the candidate will get to know your company closely. Be attractive with your word selection. Make them want to be in your organization. Once they get attracted to your company, then it becomes very easy to negotiate.
  6. Background check – Use social networking sites to profile the candidate. Check posts they have been sharing, and review them. Social media sites can give you a bit of a culture fit review.
  7. Hook your organization to online recruiting software – We live in an era of digitalization; every department in the organization is using digital applications. There are lots of hiring tools available in the market which can benefit you and save your time. The best tools are the ones that can find the right candidates through many social sites or job boards. That’s where instaTalent comes into the picture; it’s a one of a kind talent acquisition application that gives you candidate recommendations instantly. It’s quick and efficient at giving top recommendations for the posted job description.

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