Recruitment Marketplace – The Scenario Today

Today’s India is different than it used to be before liberalization let to the opening of the business gateway to India for businesses across the world. Present job market is loaded with job opportunities and particularly for the talented ones have umpteen opportunities to choose from. As far as the employers are concerned, there’s competition here too and therefore to get the best fits on board smart and powerful recruitment strategies are needed to be put in place. To work upon these strategies first of all we need to do some ground work and one of them is to get the recruitment marketplace facts right in the first place.

More hirers, less seekers

The business marketplace has abundant opportunities for the talented bunch but the seekers are nowhere to be seen. In a nutshell there are jobs but people wanting to switch are not many. Particularly the talented bunch, are hard to find. If we go by the hiring statistics over 75% employers finding it most challenging to hire talented or quality staff. Additionally the hire time is on the rise. In 2018, it took a month for a hire, was 20% more time compared to 2017.

Beyond Job Descriptions

If you think just a job description is enough for the job to garner the eyeballs of your potential candidate then you need to rethink. You need to give them more, more about your company, organization or brand, more information around your company culture and your products or business before applying for it. Surveys and studies say over 80% look for reviews these days before they apply to the company. Over half of the applicants follow this drill, apparently.

Matter of Choice

Like you are seeking the perfect fit for the job role, they are seeking the perfect place, job role and incentives. Specifically talented professionals get many offers and therefore the choice is more likely theirs than that of employers. So, if you are looking for a talented professional you have to have an edge above the others to get them choose you.

First Come First Serve

The marketplace is hot and the availability is sparse. So, you need to be fast to get the best pick. If you are not there when they are then the others will get the cake, that’s the scenario. So acting at speed is crucial to get the top picks. Hence, professional are looking out for faster ways to screen through the quality professionals so as to not miss the boat.

Well, this only implies that the task for employers is much more exhaustive then it used to be in the earlier times specifically when it’s about acquiring quality talent from the competitive marketplace and hence smart and powerful recruitment strategies are the need of the hour.

Making Cold Calls That Work

Many of the recruiters are really comfortable with cold calling, but ask the sales reps because what they do is the real kind of cold calling. Recruiters, on the other hand, are providing opportunities to the callers and are not exactly wasting the time of their target audiences. So, firstly every recruiter should be feeling confident about calling their potential candidate and not apologizing them for their time. Let’s take a run through some of the tips on making cold calls that work –

KEEP IT SHORT AND TO THE POINT – Ya, who has the time to go through lengthy emails that too during work hours. So, if you are sending a mail or call, keep it short. Highlight only the points that are important from the candidate as well as recruiters point of view. The reason behind the communication (their good profile), an awesome opportunity and why they need to talk to you (great company, great opportunity, great perks)

GARNER EYE BALLS – Always highlight what they are going to get, like opportunities, career growth, work environment, flexibilities, perks and more. Be to the point and clear also when making a cold call and then ask for a suitable time to talk.

GIVE IMPORTANCE– Everyone likes to hear about themselves anyways, and when it comes to recruiting it’s even more. So, the idea is to make them feel important. If it’s an email then have an attractive headline, and if it’s a call then talk to them while referring them as you and ask them for their time if they are interested.

CALLING IS BETTER – Though emails do work for some people, calling on a direct number is always a great idea more so if the candidate seems to be a high potential one. Though it might surprise many, for many recruiters it has worked effectively. When it comes to India, particularly, calling works better always because it’s direct, one on one and immediate.

In a nutshell, these days technology has already eliminated many barriers of communication, making it faster, easier and convenient – be it active or passive. But, all it boils down to is the way you craft your communication because in the end communication is the key.

*Sourced from the Internet

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How To Write Rejection Letters To Candidates

Rejection as it is not easy to digest and hence, many companies abstain from sending rejection letters. But, as far as candidates are concerned, they do wait to get a reply from the recruiter they apply to and are excited about. Many times recruiters feel awkward kind of to let the candidates or applicants know about their rejection in passing through the recruitment process. But, many surveys have already brought this fact forward that candidates do expect the employers to reply back even if it is a no.

Apparently, not replying to a candidate might just affect the brand value of a company service or brand. So, how to go about it and convey that no in a way that the message goes across and your brand value is also untouched. Here are a few types of rejection letters that you might choose to send to the candidates or applicants you have decided to say no.

1. Short and simple – This sort of letter is crisp and clear with a simple message letting the candidate know that they are not selected and that there's always the next time. The letter though direct and blunt needs to be drafted in a way that the candidate does not feel offended and takes it as a genuine response. This letter is common for all the applications.
2. Personalized - Personalized messages bear the name of the candidate and does convey the exact reason behind not hiring them thus helping them work in that area and grow. It is not a letter that criticizes or discriminates but highlights what you wanted your candidate to have. For example, if you are hiring a candidate with experience in a particular area and a candidate was rejected because he/ she does not have that, you may put it across stating that you were looking for a candidate with experience in so an so area.
3. Lengthy - At times short letters don’t go well, so a lengthy letter works better particularly when the interviews are conducted on a video call or phone. These letters need to have a line of appreciation for the candidate for taking their time out for the same other than putting the rejection message across.

Here are a few tips to consider while drafting that rejection letter. Primarily, rejection letters should be sent only before the selected candidate accepts the offer. Do mention about future possibilities in-store with the organization. Do praise for the qualities worth consideration and don’t extend the conversation further. All these tips could help you communicate with the candidate about their rejection in a way that is not offensive and maintains your brand's value too.

*Sourced from the Internet

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How Global Companies Are Providing Work From Home Opportunities To Work From Anywhere In The World

Work from home is not new in India or anywhere in the world. You do get many opportunities to work from home these days. But, it’s usually within the city, state or at the most within the country. What many of us aren’t really aware of is that there are many global companies that do hire from outside the country as well. So, if you are for example based in India, you could be working for a country in the USA from your home in India. Though there are other countries also which offer work from home opportunities across geographical borders, the USA does top the list of them all. As far as the pay scale is concerned, it does vary a lot. Let’s have a sneak peek into five of the global companies that hire worldwide.

1. CCI Call Center International 500

A global call center outsourcing company, it hires people from across the world having fluency in different languages, hence from across the world.

2. Brain Mass

This online opportunity is for Master’s degree and Ph. D degree holders as it is into online tutoring. It hires from around the world but pays in Canadian dollars. The company pays a certain percentage for answering questions around a particular subject.

3. Amazon’s Mechanical Turk

Based out of US, Amazon’s Mechanical Turk hires people from across the world including India and is into (HITs) Human intelligence Tasks. Also, known as one of the original micro job sites, it pays a set of the fee to people who work to complete set of these tasks. The payment is done in US dollar, Amazon gift certificates and even in Indian Rupees based on the location.

4. Accutron Global

The company is into transcription and hires part-time typists on contract to transcribe meetings, interviews, conference calls and more for finance business work. The company pays under around $ .005 to .006 per word for the work, which in-fact is quite lucrative, if you’re based out of India and working for them online.

5. Covance

This is one organization which has a wide-spanning network of over 10,000 employees spread across over 25 countries working from home. It is a research organization into biopharmaceutical contracts. The only catch is that the work does involve 65% of travel across particular locations like Europe, Canada, and USA.

The aforementioned organizations are just a random few while the list is quite long and is ever increasing as technology is eliminating the geographical barriers and working across borders is becoming common day by day.

*Sourced from the Internet

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