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

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.


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

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

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.

A Successful Recruiter Never Stops Recruiting

A Recruiter may not always be hiring for his / her Clients or for the Organisation working with, but he/ she should never stop Recruiting for top players. Keeping the supply of talent filled with the highest quality of professionals, requires continuous talent acquisition and a focus on identifying, hiring, promoting and retaining high level performers.

If an organization receives a resignation before it starts Recruiting, then the organization is putting itself in a bind. But if the talent pool is already filled with “A” players, hiring in a hurry can be avoided and the organization will not end up hiring candidates who are not up to the mark.

However, there are challenges associated with recruiting “A” players including how to afford this top talent and how to persuade them to join the organization when they have other choices.

To start, even if there is not enough budget for topmost talents now, at least they may be contacted in order to get a feel for their talent and ambitions. A good Recruiter will find out what makes them tick. He or she will stay in touch so that when he/ she is ready to make and the budget is in place, a list of hireable “A” players is already there.

However, since there is a high demand for this select group, they will have choices. The Recruiter will need to develop a capture strategy that revolves around a winning value proposition. Selling a job to a “class one” player is exactly like selling to a discerning consumer. The candidates will be asking themselves: “Why should I join your company?” or “Why should I make a move at all?” Therefore, the Recruiter will require compelling and persuasive answers and actions to these questions. Here are 5 to consider:

1) The Recruiter should the best employees to serve as ambassadors for his /her company or for the Client working for.

He / She will train and equip his best employees to be the faces of the company. He/ She will allow them to engage with highly eligible candidates and talk about why they should consider working at the firm. This is an effective and efficient way to recruit top talent due to the fact that people trust an expert within a company more than they trust the CEO.

2) A successful Recruiter always helps “A” players continue to succeed promotes responsible and successful business practices, lets top talent know that the Recruiter is open to new ideas and business initiatives that will yield positive results. Also, a good Recruiter will definitely convey and/or demonstrate how a well done job is acknowledged and appreciated.

3) A successful Recruiter takes time to develop a relationship. “A” level candidates are usually passive candidates and are not actively seeking employment. Therefore, they aren’t in a hurry to make a move and expect want to be courted. The Recruiter has to spend the time and effort required to help them build familiarity and trust in the organization. The Recruiter should be accessible and encourage open and regular communication.

4) A good Recruiter remains aware of talented candidates’ challenges or pain points.

When the Recruiter is engaging with star performers, it’s important to zero in on what they need but aren’t getting from their current employer. In other words, their pain has to be identified and addressed by the Recruiter. The Recruiter should leave no stone unturned to make the best talent know how his / her company is different. Also, it is important to learn what concerns they might have about accepting the position offered and directly speak to any hesitations.

5) A successful Recruiter will offer the talent a Work/Life Balance. Since “A” players stay at jobs longer than the average worker, they are looking for more than a Pay check; they seek a work/life balance. It may be of interest to note that money alone rarely entices them. More likely, it’s a balance between family, work, and fun.

To summarize: If you are a Recruiter and aspire to be a successful one, never stop Recruiting for top talent. If you are not dedicating a large chunk of time to Recruiting, you may not succeed in landing the talent you want. Selling your organization to the “A” player is core to your success.

Recruitment- A Deserving Career for Brilliant Professionals

Recruitment- A Deserving Career for Brilliant Professionals

People often want to know what the most exciting and impactful job in the corporate world is.   According to many experts, the most exciting and impactful job is recruiting.

It is full of excitement because every day a recruiter is in a head-to-head competition to attract top talents, and he/ she knows definitively within 90 days whether he or she has beaten the competition. The impact of a recruiter is twofold: first, a recruiter can literally change the life of an individual by placing them in their dream job, and second, a recruiter can effectively change the direction and the success of a corporation or a consultancy company with a single great hire in a key job.

Here is a list of the many reasons why one should consider becoming a corporate recruiter. This list might give some insight into why the recruiters are so passionate about what they do.

  1. A recruiter literally changes people’s lives —very few things in life have a bigger impact on an individual than landing or missing out on a great job. Because of that tremendous impact, most recruiters find it easy to maintain a high level of excitement and commitment to excellence. Incidentally, even though a recruiter cannot hire everyone, recruiters can certainly help improve the chances and the experience of every applicant by finding their hidden skills, by answering their questions, and by calming them down through educating them so that they feel comfortable and prepared for the rest of the recruiting process. Recruiters can even impact those who do not land a job this time by informally coaching them and helping them understand how they can better develop themselves, so that they will have a better chance of landing a job next time.
  2. Recruiting is No. 1 in business impact — research has shown that recruiting ranks No. 1, with the greatest bottom-line business impact on revenue and profit of any talent management function. Just like in sports, it is obvious to almost everyone that recruiters are making a difference when they successfully recruit top talent into the organization. In some cases, a single new hire who the recruiter brings in could create a major innovation or a new product worth millions. If a recruiter has the right skill set, he/ she can tweak his/her own recruiting process so that it also successfully presents and hires high-value diverse candidates and innovators.
  3. A recruiter will be the face of the company —the first and in some cases the only contact that applicants have with the organization. As a result, the recruiter will have the unique opportunity to represent the company and reinforce its image by treating them as they were a customer. As a “brand ambassador,” a recruiter also has the responsibility for spreading the word in person and on social media and the Internet about the factors that make the firm a great place to work.
  4. Employees and managers will be grateful — as a recruiter fills more jobs, the number of employees who will be grateful to him or her for helping them land their current job will continue to increase. Hiring managers will also be thankful that the recruiter helped to improve their team’s performance by finding and landing top candidates. As a result, most recruiters will have a large number of thankful employees and managers who are willing to do them a favor in return.
  5. If one has initiative, he can create new recruiting programs — in some organizations, heavy loads and a tactical focus by most recruiters means that most simply don’t take the time out to create new recruiting initiatives. As a result, if the recruiter, as an individual finds the time to discover or design new recruiting, technology, or metric approaches, he may be given the opportunity to develop and implement them, even though he is not yet a senior person. 
  6. The competition is exciting —Fiilling each job is a head-to-head competition that can be energizing. Every day recruiters are competing against recruiters who represent powerhouse firms like Google, Apple, and IBM. Most recruiters also find that discovering hidden talent is also exhilarating, as is successfully convincing top prospects having multiple choices.
  7. There is a clear winner — unlike in many fields, recruiting for a particular job has a clear beginning and ending point. As a result, after a top candidate makes their job choice, there is little ambiguity about the winner. In most cases, the result will be visible within 90 days. And even losing an individual talent competition, does not require a recruiter to wait long to get back into the game because another competitive recruiting opportunity will open up almost immediately.
  8. An opportunity to meet the best — if one likes to meet and interact with exciting people, recruiting allows him/her to meet and get to know hundreds of outstanding people and some innovators each month. In many cases, recruiters get to know these individuals in some depth because that is necessary if they are to fully understand their needs and to be able to successfully present them to hiring managers.
  9. An opportunity to interact with management — recruiters have the frequent opportunity to interact with hiring managers and executives in all levels of the organization. As a result, not only recruiters get to know them personally, they also see the quality of the recruiter’s work directly.
  10. Everyone will want to be your friend — because most people look for new jobs several times during their lives, almost everyone understands the value of knowing recruiters. As a result, many of the people who recruiters meet both in their businesses and private lives will want to maintain a relationship with them on the hope that they may someday help them find a job. They will also want a relationship in the hope that the recruiter will provide them with periodic help in improving their resume and their job search skills..
  11. Continually changing assignments — because most corporate recruiters handle a variety of different job openings, recruitersface a variety of assignments and challenges as different jobs open up. This variety can be challenging but it also keeps the job interesting and continually changing.
  12. Freedom and control — because filling each req has its own unique challenges, most corporate recruiters have a great deal of control over their work. That complexity generally means that the recruiting manager may provide the recruiter with recommended approaches but they seldom require that a fixed regiment is followed. This means that most recruiters have a great deal of freedom over their daily work, as long as they produce results. In many cases, remote work and contract work options are also available. For the best recruiter, the independence level is even more.
  13. Recruiting tools are continually evolving —Recruiting is exciting because it is probably the fastest changing field in talent management. Because of this rapid rate of change, recruiters constantly learn how to use new technologies and new communications approaches. This is in part because a recruiter simply cannot successfully recruit top talent without using the same advanced communications approaches that the top candidates have already embraced. Fortunately the recruiter does not need to return to school in order to update recruiting knowledge, because the best recruiters learn continually but informally on social media and the Internet. 
  14. No heavy entrance requirement — recruiting is an easy profession to join because there are no strict degree or certification requirements in order to become a recruiter. Many in recruiting come from a variety of backgrounds because the focus when selecting a recruiter is on their skills. And if one has those skills, he or she will find it relatively easy to sell him/her in the resume and during their own interviews with the recruiting manager. Entering into the subfield of college recruiting is even easier for recent grads because they are already likely to know the college job search process and in addition, they likely have empathy and understanding for what top college prospects expect.
  15. Good pay and job opportunities — as in any profession, the pay varies by company and region. However, technical recruiters can earn well. Contact recruiters are often paid well and external executive search professionals can earn hundreds of thousands per year.  In addition, recruiter positions are needed in all industries, so there are more opportunities available when job searching.
  16. You will have the best tools — if you work for a successful recruiting function, you will invariably have the latest equipment (i.e. smart phone, tablet, etc.) as well as an expense account for coffee and lunches with top prospects. If you are assigned to recruit at professional conferences or on college campuses, recruiting can also provide exciting travel opportunities.
  17. Becoming senior takes less time — even though recruiting is exciting, many in HR actually prefer the more predictable fields of training, development, and OD. As a result of this yearning, recruiting has a high “pass-through rate.” So if one sticks with recruiting as a profession it often takes much less time to reach senior or manager status then it would in other areas of HR.
  18. Being a recruiter means one will have excellent personal job search skills — a recruiter’s familiarity with the job search process almost assures that, should he/ she seek another recruiting job or a job outside of the field, he/ she will have a powerful resume, extensive contacts, and exceptional job search skills that should ensure success.
  19. At a top firm, recruiting is easier — for a recruiter working at a top employer-branded firm, the applicant flow will be so great that recruiting becomes more of a sorting problem. If the firm has a top-performing employee referral program, by finding and assessing top prospects, employees will do a lot of the recruiting work for the recruiter. Moreover, at top firms the recruiting processes are so well refined that they will guide even those with little experience to success.
  20. You’ll know right away if you are any good — unlike many fields, it does not take years of practice to become competent as a recruiter. In the same light, success being so obvious, a recruiter gets to know within months whether he or she has what it takes to become a good recruiter.

Even though this article focused on the many reasons why recruiting is such an exciting and impactful job, there are obviously also some drawbacks. The strongest drawback is that recruiting runs in spurts and there are some time periods where recruiting slacks off and a recruiter may find challenges in his or her own career growth. However, even during tough times, the very best recruiters still continue to grow, and especially those top recruiters who have a strong secondary skill like internal placement, outplacement, or technical recruiting.In some organizations, the loads can also be crushing during growth periods, but that is a factor that one should examine before accepting an assignment.

If after reading the above positive argument above (which is almost equally applicable for recruiters working with corporates as well as those with HR consultancies), one is still unsure about recruiting as a career path, he/ she can informally meet up with top recruiters at one of the famous recruiting conferences. It only takes meeting a handful of top recruiters over coffee to realize that they are among the friendliest, engaging, intelligent, and innovative corporate people one can ever meet. They almost universally love their job and the impact that they have.