A Successful Recruiter Never Stops Recruiting

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

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

Posted on February 23, 2018April 18, 2024 by b3brain

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.

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.
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.
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.
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.
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.
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.
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.
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.
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.
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..
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.

Things You Need To Do Post Interview

Posted on February 8, 2018April 18, 2024 by b3brain

So, you went for an interview and it was good. Does that ensure you get the job? Actually, all recruiter expect certain actions post interview from the aspiring candidates. However, seldom candidates know about these steps, which keep them ahead of the interviewers’ choices. So, instead of waiting eagerly for a response from the interviewer, do these things:

Say “Thank you”: Once you come back from the interview, send a mail to the interviewers expressing your gratitude for allowing you to sit for the interview. It is a simple display of courtesy that many candidates consider outdated. However, if you send a “Thank You” mail and mention anything specific that you noticed about the company or reinforced your determination to join the company, it counts. You may even write about a probable solution or answer for something that was discussed in the interview. You may even ask any important query or suggest something outstanding to the interviewers.
Review the interview: If you sit a while and think about the whole interview process that took place, you’d find your own mistakes and your positive aspect. You could remember the questions that you had a difficult time answering and also the types of questions that were being asked. It is something that will make you experienced and ready to face future interviews.
Start preparing for next: After coming from one interview, you should not sit and wait for the response of the interviewers. Instead, you should start preparing for the interviews that are coming up next. Take this interview as an experience and be prepared not to make similar mistakes. Think positive and face interview for the second time in a stronger way.
Let your references know: If your CV has names of references, be sure to let your references know that you went for an interview and that the interviewers might contact them. This is a god gesture on your part so that they are ready to provide valuable information about you to the company. You should also inform them about the ways your interview went and how you are looking forward to get a call from the interviewers.
You should continue networking: Yes, even if you feel that you can bag this job opportunity, you should not stop networking. Making connections with people always help in the long run. You may need to change jobs or find newer ones. You should be able to use your connections for those times. Stay in touch with everyone and keep them updated with your job search progress.

Interviews do not actually end in a few hours. You need to do a lot of work after that too. If you have any such post interview tips for all, share your views in the comments section below.

For more information, visit https://www.b3india.com/

Why Productive HR Advisory Services Are Gaining Prominence?

Posted on January 25, 2018April 18, 2024 by b3brain

In the previous 10 years, a shift in the Indian economy can be owed to the process of off-shoring related to USA and other software companies willing to establish their mark in the Indian context. With constant development in technology and management process, the scenarios are getting altered because of the cost cutting strategies used by the foreign companies to establish a place in the Indian market. This scenario became quite evident post recession because the demand surged to a great extent. The main purpose of using such plans is to make sure that the companies are able to get cost-effective benefits for sure. Considered as effective recruitment tool, human capital is considered as the biggest asset of the country.

Taking a look at the existing HR consultants needs of the flourishing companies, it has become important to select powerful workforce having required skill. They can be well-trained by the company authorities for polishing skills and getting to know the company’s vision. Talent management necessitates for checking out essential market players with strategic function capabilities. They should be groomed professionally to perform duties in relation to highly potential roles, evaluating their application and making ample use of putting employee orientation programs. It is the effect of excellent recruitment and presentation of managerial level staff that the financial analysts and business leaders have managed to polish their skills effectively. It is one of the best things that companies have been doing to develop newer path of growth.

These days, Indian market is experiencing the tremendous growth in the sector of Mobile Application development. And this has paved way for cross platform social messaging applications such as Whatsapp that has a powerful presence. On the platform of Whatsapp, people are trying to conduct effective business with HR Consultancy services gaining prominence. The reason is that it lends a personal touch to the transaction. All a company has to do is collect the data of mobile numbers and start sending messages. In the matter of hiring process, candidates are informed about new opportunities in such type of social groups. It is the changing condition of technology that people are using social platform to connect with rightful candidates. Also, candidates can easily check the job post appointment and the comments of other applicants. This enables them to have a proper view of the fact that job is suited for them or not. And of course, cost is the factor that enables candidates to check their exact value in the competitive market.

How to Spot a High Performance CFO for Your Company

Posted on January 9, 2018April 18, 2024 by b3brain

To become a successful CFO a very important trait is to have strong relationship skills along with a suave ability to say no in circumstances which demands rejection. Senior financial officers should have an impressive array of nuanced strengths, business vision, and ability to build and manage strong working relationships without compromising on ethics, independence, neutrality & objectivity which is very much pertinent to fulfil their fiduciary responsibilities.

Deep Expertise:

Talented CFOs keeps themselves abreast with the knowledge on latest updates on audit & compliances besides being experts in financial reporting, planning, treasury, capital structure, corporate portfolio management and capital allocation. Besides these important job functions, the seasoned CFOs also deftly handle the role of company spokesman with regards to investor relations and in communications to the board.

Handling performance management of the organisation with elan is also one of the key traits of a successful CFO. A rock star CFO is also quite adept in raising funds from financial institutions and investors.

In reality a CFO cannot possess all the qualities and talents mentioned here. He can be either a finance expert or a generalist or a performance leader or a growth champion.

A high performance CFO job is multifaceted and the type job role varies from organisation to organisation. Therefore it will always be prudent to work with a seasoned placement consultant to undertake a SWOT analysis of a prospective candidate to actually determine whether he or she is fitting the bill

A Great Team Player:

CFOs are expected to collaborate with the CEOs and other important stakeholders in the organisation in designing business strategy & competitiveness, maintaining regulatory compliance & investor relationships, handling capital management & financial reporting.

Therefore it is desirable for him not to have any iota of ego so that an organisation is not plagued by any business disruption in the long run.

Assessing and articulating the behavioural competency of a prospective candidate applying for the role of a high performance CFO is not an easy task and hence lot of organisations seek the expertise of top executive search firms who are armed with behavioural and talent assessment tools to determine the right person for the right job.

Capability To See The Big Picture:

A CFO should be tech savvy so that he can check out what’s going on in his business in real time. Top CFOs collaborate with CIOs and IT departments and play key role in implementation of ERP, PLM, CRM, Custom Business Application Software, Analytics and other advanced technologies to get the best out of their business and charting business strategies in to financial strategies by simplifying and interpreting data. Hence before selecting a potential candidate as a CFO it will be prudent to judge the technology viewpoint and functional prowess of the candidate. Sometimes the in-house intelligence of an organisation cannot comprehend the tech savviness of a prospective CFO hence it is always safe to vet the entire process via a seasoned executive search agency who have the means and methods for ascertaining the competence of the candidate.

Understand Operations:

To optimally derive results and effectively handling P&L, CFO’s should be well acquainted with the operations of each and every department to have a clear knowledge of the organizations entire portfolio of businesses. They should have a keen understanding and capability to implement key operational KPI’s, not just financial metrics to achieve performance goals throughout the organisation.

Also they should have a knack and requisite functional experience in order to identify an operational problem and analysing its root cause to solve the issue.

On boarding a CFO in your organisation needs thorough planning and business objectives should be clearly defined so that he or she can truly help in optimizing the outcomes. Inducting a talented CFO can go a long way in evolving your organization with a strong balance sheet.