Recruitment- Some Success Stories

Posted on March 28, 2018April 16, 2024 by b3brain

Many companies do some interesting things in their recruiting. This article highlights some of these companies as they are leveraging data and Talent Networks to drive innovation in their recruitment marketing strategies in a way that can help other organizations potentially improve their recruiting processes.

Here are a few examples of companies that are utilizing their internal recruiting metrics and processes in a very interesting way:

Geo-location: A Fortune 1000 company recruits for many of it’s positions within specific geographic locales. For most of these positions, they would like to hire candidates that would not have to relocate for the position. So fittingly on their job ads they placed locations within the subject heading and in the appropriate locales on job boards such as Craigslist.

As they were posting their jobs and looking at the geo-location they collected (for each applicant), something stood out to them. In an area where they recruit heavily, the majority of applicants were coming from an area that wasn’t the one they were targeting. As a test, they published a job ad to this specific location for the same position.

The Result: They received TWICE the number of qualified candidates as before. Now they look at the geo-location data of every job distribution campaign they have and have seen considerable success in the number of qualified candidates they are capturing.

Are job boards equal?: A energy and power company distributed their jobs through the same recruiting channels for every job they posted. The recruiting mix consisted of a major job board (with yearly contract), job search engine Indeed and a few niche job boards. After collecting 6 months of data, they saw a major problem in their strategy. They were paying $70,000 a year for inventory to a major job board but it wasn’t in the top 2 recruiting channels in terms of performance for their organization. Indeed and the niche boards were performing three times as good for 1/20 of the price they were paying the major job board.

Come time to re-negotiate with the major job board, they didn’t continue the partnership instead opting to do Sponsored Listings on Indeed.

The Result: They are now receiving more qualified candidates for 1/8 the cost of what they were spending before.

Building a Talent Network: A large financial organization wanted to build a large database of candidates in a short period of time. To do so, they did a few things. First, they decided to make their job ads serve a dual purpose. Not only did they want them to drive applicants into their ATS

but they wanted to also collect qualified candidates that were not ready to apply quite yet. With a quick opt-in form in the apply process they were able to capture 50% more candidates than they had previously in these campaigns.

Second, they put opt-in forms on their other recruiting hubs including their Career Site and social recruiting channels.

The Result: Through these initiatives, they’ve been able to build over 20,000 contacts in less than 4 months and are beginning to utilize these contacts to fill their current open job positions.

There are a lot of great stories out there of recruiting organizations doing innovate things to increase the ROI of their recruitment marketing campaigns. Recruiters are encouraged to listen to these stories, find ones that work for their organization and most importantly try them out. Success stories from other organizations may or may not work for the organization but once you find strategies that work they can be a major catalyst for the recruiting strategy.

HR Interventions And Takeaways In The Light Of Demonetization

Posted on March 19, 2018April 18, 2024 by b3brain

Here’s a look at how HR intervention post demonetization can help in realizing the dreams and needs of workers in the face of cash liquidity problems. A brief about the short term measures and long term measures is given below.

Much has been discussed in Electronic, Social and Print media after demonetization. Many HR personnel have joined into the debate, which shows how aware they are about the various economic impacts and issues in India. However, what they missed was the effect on workers and the various steps to reduce the bad impacts. With HR interventions, these issues can be effectively dealt with. Find out about some of the HR interventions and takeaways in the light of demonetization.

Short term measures

It is important to engage with workers who know about, and are using, the full modern banking system benefits for restraining the haste in withdrawing money, as the situation can be managed for longer duration. By that time, the state of affairs can be eased.
Food coupons can be arranged by using Sodexo pass and more, which can be used for various purposes. These are accepted in most stores.
Collaborations can be made with local vendors for workers facing liquidity problems, and unable to purchase daily items. This amount can be retrieved from their salaries. The tie-up volume can attract discount in volume that can also help workers.
Corporate clients can influence banks to arrange easy dispensing of funds into the organization. This can help boost productivity, given that many workers rush to ATMs or banks to withdraw money and have to wait there for a long time. This would also help banks reduce commotion and disorder at ATM counters and branches.

Long Term measures

Modernization of the banking system is the future, and as a part of constant education of workers, HR personnel should take these steps:

Make workers tech-savvy. They have to do this to make workers aware of the advantages of the modern banking system. Workers who are using this system already can become leaders and facilitators of the change.
Helping workers open up bank accounts, especially assisting all blue collar employees.
Many employees, particularly the aged ones, prefer cash transactions. They should be taught how to use PayTM, Net-banking, Credit Card etc.
Using the services of contract laborers, which can remove the risks of larceny and improve compliance

It is possible to take a lot more of these actions, which can be ultimately for workers in encountering lesser issues. Rather than getting dazed by such situations, they can improve the monetary skills of workers, engage more of them and ultimately motivate and satisfy them.

Recruitment — A Complex Methodology Comprising Of Technology, Networking, Social Media And Human Communications

Posted on March 7, 2018April 18, 2024 by b3brain

Whether we are talking about a two-man shop or employ hundreds of workers, streamlining the recruitment and selection process is the key to success. Cost-effective strategies are required, to find candidates, narrow searches, and onboard new employees. Resourceful recruiting boils down to one question: What’s the organization’s time worth?

The more time is spent on recruiting, the more money is poured into the hiring side of the business. Are those funds being spent to simplify the recruiting practices and draw in quality candidates? If not, it might be time to think about new employee recruitment and selection strategies.

You can save time and money by introducing technology to your hiring efforts. Technology can speed up the recruiting process while opening doors to more qualified candidates.

Using technology to find talent

When we hear “recruitment technology,” we might think of complicated, expensive applications designed for professional recruiters. But, the truth is, some technology is both affordable and user-friendly. These tools help businesses recruit valuable team members.

Make technology work during the recruitment and selection process. Here are just a few basic tech solutions to try at a business:

Applicant tracking systems (ATS) help recruiters sort and manage candidates. A recruiter can use an ATS to post job openings, view resumes, and track where candidates are in the hiring process. And, resumes can be imported right into the software to organize candidates by skill level.

Digital templates give the business’s hiring efforts a uniform look and allow them to zip through document creation. If a recruiter manually types and sends every rejection or offer letter, a lot of time is likely to get wasted. Digital templates marginally reduce the time (and money) spent on communicating with candidates.

Social media is an effective tool that can be used to connect with potential hires. Social media accounts may be used to advertise openings, introduce new hires, and engage candidates. The mobile-friendly platforms make it easy to keep up with recruiting tasks.

How technology improves the recruitment and selection process

When hiring for a business, using technology can make the recruitment process less time consuming and costly. Here are three ways technology saves time and money.

#1. Increased productivity

It is common knowledge that higher productivity leads to greater economic growth. The more produced, the more is sold. And the more sold, the more money is made.

So, where does technology fit in? Technology involves automation, which cuts down the time it takes to complete tasks. The automation feature streamlines social sharing, managing emails, and delegating tasks. Not to mention, the ability to quickly compile and organize data.

Cutting out tasks that require repetition and organizing by hand is a huge time-saver. For example, an application tracking system automatically imports resumes to the software. Recruiters can narrow down candidates without sorting through a mound of paper resumes or emails.

#2. Less risk for a bad match

One does not want to go through the entire selection process only to have new hires quit. Employee turnover costs add up. In fact, a recent case study showed that one company had a difference of $1.3 million in net value while improving onboarding and management practices over a three-year period.

Businesses can reduce employee turnover by avoiding bad matches in the selection process. Recruitment technology lets businesses discard unqualified resumes without tediously sifting through each one.

For example, applicant tracking systems often include resume parsing. This feature extracts information from resumes and enters it into the same format. Eeach candidate’s qualifications can be compared easily, making it possible to avoid those that do not fit the bill.

Technology also makes it easier to reach out to candidates. Whether a business is using social media, a job board, or an email system, communicating with technology is faster than making phone calls and sitting down for interviews. Save face-to-face meetings for quality candidates that have potential to be good matches.

#3. Get more strategic

Like any other part of business, the recruitment process requires a plan to manage tasks. Analytics lets us measure how well the business’s hiring strategies work. By using analytics built into recruiting technology, a business can get more strategic about its selection process.

From finding candidates to offering a position, there are many metrics that could be measured using technology. Here are just a few questions which may be answered with recruiting analytics:

Where do your best candidates come from?
How long does it take to hire an employee from start to finish?
Where are your candidates at in the hiring process?
How many candidates accept the job offers you extend?

Organizations are advised to use technology to track, measure, and apply analytics to recruiting. That way, time and money is not wasted on practices that are not working. Businesses are able to see, with numbers, how well their processes measure against the successes. Then, a business can create data-backed strategies to improve your recruitment and selection process.

Recruiting anyone based on their resume and interview alone is not enough most of the time. Every once in a while a recruiter will come across a candidate that just seems “off” to him/ her as a recruiter. They might be too ambitious, too scared or simply unwilling to disclose past working experiences.

Candidates that are difficult but have hidden potential need to go through further screening in more detail, and social media recruitment is perfect for the opportunity. The traditional ways of putting out a job vacancy and waiting for people to come are a thing of the past in most industries. What can we do to fully grasp the importance and versatility of social media in our recruitment strategies in order to end up with quality candidates for the company?

New generation of workers

More and more young people tend to spend time using social media platforms such as Facebook, Twitter and Instagram. They spend so much time on them however that it becomes nigh impossible to reach them in any other way.

This is exactly the type of connection needed in order to reach a new type of worker. This worker is completely used to using digital platforms and computers, they are very versatile and easily adapt to new technologies and ideas and best of all, they can work at any time of the day. Youth is used to staying up all night long using their social media profiles to talk to their friends, read up on interesting trivia and celebrities they adore and learn more about what their friends and acquaintances are doing.

Slipping a business’s own advertisement and job position ads in between those articles and posts is the perfect way to reach them and gain their interest in applying for a job offer.

Reaching a crowd

Narrowing the search based on social media criteria can make a recruitment job a lot easier. Facebook is well-known for allowing companies and prepaid advertisers to post their content based on people’s profiles, interests and times of day. Depending on the criteria set and the frequency of your, gain a huge reach van be gained in numbers, whatever position to be filled.

Let us imagine setting the parameters so that all the graphic designers in Europe see a job ad at exactly 8 PM local time when they scroll through their news feeds. Many of them will look at the offer and actually apply for it. This is only a fraction of what social media can do when it comes to narrowing down candidate profiles.

Passive and insecure candidates

One thing to keep in mind is the fact that a lot of today’s youth lacks self-confidence. While it is not a universal rule, majority of people who spend time on social media during their free time lack the conviction to apply for a job position themselves.

That is why social media platforms are a perfect place to not only advertise on but also reach out to potential candidates. Social media recruitment team may be set up that can be trained to effectively and professionally screen potential candidates based on their social media profiles.

This can work just like advertisement but go a step further than that, ensuring that the recruiters do not wait for the people to come to them but ask them if they want to work for the company instead. This kind of proactivity on the part of the company is rarely seen and can easily be recognized as forthcoming and positive by the potential candidates.

Background checks

Candidates’ social media profiles may be checked for more information on them is nothing new. Interviewers usually check the internet for their candidates in order to see if they have any longstanding professional recommendations, issues with friends or the law or even to look for any Google information about the candidates.

Social media can provide a huge insight into which candidates actually are when they step through the door. Many candidates do not feel the need to disclose any personal information on the interview and tend to keep things to them.

Some people have families and go through tough times that they do not like to discuss with strangers. Others might have used the word point in order to write their resumes and translate them to foreign languages. This can be easily overcome by checking their backgrounds behind closed doors and making the final call about whether to hire them or not based on that.

Live recruitment

One of the best options that social media platforms give recruiters is the ability to live recruit new employees. Screening employees has never been so simple because of the possibilities that social media offers when interviews and testing are concerned.

All the recruiters have to do in theory is type a simple message to the candidates and wait for them to turn on their camera and start talking in a matter of moments. No long travels across the city or country, no need for complicated appointment times and best of all – no need for specialized recruitment offices. New employees may be hired from anywhere in the world by using social media to interview them live over the internet.

Curated company pages

Opening company pages on social media platforms offers a plethora of options when it comes to recruitment. The off-peak period may be used to build up an audience by posting interesting content, articles, testimonials and company documents in order to gain the public’s trust.

Once recruitment period starts, a recruiter can easily garner a huge number of applications from the pool of people that have started following the company’s social media pages. This is a great opportunity to constantly work on recruitment regardless of the current need for new employees.

Forthcoming and friendly

Leveling the playing field with younger and more energetic candidates by using social media as a means of communication is a great way to establish trust. Giving the bulk of responsibility concerning recruitment to a young and passionate team and letting them communicate with their equally young candidates is a great way to insert some friendliness into a brand.

Interviewing and hiring candidates based on social media communication in which the business has already recruited young workers do all the talking is very forthcoming in the eyes of the candidates. Best of all, it shows that the company is accepting of new technologies and trends, giving them a huge incentive to consider applying for work at the company.

High speed, low price

The most obvious reason for including social media in the recruitment strategy is the fact that a company can set up social media pages very fast and very low prices. Sometimes it is fully free during the entire recruitment campaign depending on previous reach and community buildup. Getting ad revenue from Facebook or Twitter takes quite a while, but once there, the company will be at a neutral zero when it comes to recruitment advertisement expenses.

Getting pages up and running is also very fast and simple – all it takes is putting up a couple of branded company materials on the page and sharing a few official company announcements. If the company is well-known, people will start following the pages quickly afterwards.

Conclusion

While the benefits of using social media in recruitment strategies are numerous, it is also important to point out that adequate content management is also needed. If there is a person without any internet advertisement experience in charge of developing and distributing content, it may be difficult to reach the required number of people before the ad campaign starts.

Also, reaching the wrong audience is just as easy as reaching the right one and it all depends on the type of content published. If we give our social media advertisement a good look before denying its applications, one might be surprised with the results during the next recruitment cycle.

Reasons behind Choosing B3 Consultancy as the Source of Your Human Resource

Posted on February 28, 2018April 18, 2024 by b3brain

Information technology offers accuracy in the field of technology-based jobs without any over imposition. Engineering organizations of India need strong ingredients like a top IT consultancy and experienced leaders, with whom they can reach to the next level. It is not true that only CEOs and talented managers are the ones who support the system. On the other hand, it is very important to find the perfect fit for the role, to make your company successful.

Growing popularity of Information Technology helps to create various engineering job consultancies in Kolkata. These consultancies perform lead role, in bridging between company and candidates. If you are searching for good talents, The B3 Consultancy may surely the right track to be on with. The below pieces of information are quite much enough to illustrate the reasons for choosing this agency.

B3, an eminent IT job consultancy in Kolkata provides more than you think. It is undeniable that every job consultancy linked with career portals. However, by choosing B3 consultancy one can connect with national and international portals as well.

This consultancy will help you to know about the achievements, criteria, expectations of the selected talents by consulting with your respected board directors.

To fit with your company’s culture as well as business vision, they organized a complete search criterion to connect with the skill of the candidate. In this way, you can experience a better recruitment experience.

Only the best and highly diligent resumes are dropped into the companies to avoid hoards of confusion. In the matter of proper timing of delivery, the consultancy obtains a high place.

Compared to other engineering job consultancies of Kolkata, B3 offers best costing range for skilled resources. Besides providing tons of facilities, this company is the one, who helps you to know that how long the candidate is want to continue with your company. They also ask candid questions and prepare psychological assessment to know about the candidate’s interest regarding your company.

It is very much satisfying and pleasurable to work with the best engineering consultancy agency as they have an abundance of services, which will surely help you to achieve your desired results. However, as the saying goes- “prevention is better than cure”, it is better to search all the mentioned important aspects and their market reputations before pairing with them as your partner. If you select B3, you’ll definitely able to enhanced your search quality and you‘ll get the best possible talents, who can serve as most precious gems to your company in order to innovate the growth of your company.

Tips to Hunt for a Job While You are Still Employed

Posted on February 28, 2018April 18, 2024 by b3brain

Searching for a job can be a daunting process and if you are already working for in an organization while doing so, it can be a very stressful thing to do. You are on a desperate hunt for another job while to are attempting to hide the scenario from your current employer. It is important to keep your job hunt discreet as you do not want to make a bad impression on your existing employer and part on good terms with them.

If you are currently facing such a situation, we’ve put together a list of our top tips that will help you in finding a new job while you are still working.

Stop Searching For Roles During Company Hours

If you are searching for roles while at work, there are high chances that you’ll raise suspicion of your managers and peers. However, if you get a call from a recruiter during working hours, make sure that you go out and attend the call. Make sure that your colleagues are not around. It is best if you attend such calls during lunch hours or breaks so that no question is raised about your sudden disappearance from your workstation. This one is quite obvious but make sure that you don’t use your official mail for job applications.

Keep Working At The Same Pace

Often when you have several interviews lined up and you are almost confident that you might grasp one of those opportunities; your concentration at work gets hampered. Make sure that doesn’t happen. If you starting taking your current job for granted and start slacking while at work, you might raise alarm bells much and invite an impending investigation into your performance. Simply because you’ve qualified for an interview doesn’t mean that you’ll get the job. So stay focused on your existing role.

Share Your Job-Hunt Information Carefully

If you are working and job-hunting at the same time, it is important to consider who you are sharing your information with. This includes colleagues, friends and even family for that matter. Only tell people whom you trust the most. Also, make sure you do not make a peep about your job search on any social media platform. You can update your LinkedIn profile but make sure you keep the option to that allows you tell recruiters that you’re looking for better opportunities turned off until you are sure about leaving.

Use Your Leaves Or Schedule Interviews After Working Hours

Unexplained absence from work is the biggest alarm raiser. Use your leaves or inform you HR about extending your lunch break to attend interviews. It is best if you go for an interview beyond work hours as you won’t have to worry about returning back to office. Avoid being dishonest.

Follow these tips to look for better opportunities. Job searching is a stressful process but when done correctly you can get the most deserving job that’ll be worth all the stress.