Recruiting At Job Fairs – A Yes Or No?

While job fairs are a huge platform to meet candidates looking out for opportunities and find potential employees, it does involve a lot of money. Hence, keeping the convenience of meeting candidate face to face there arises a question whether this move is really useful for the business you are in for that matter.

Depending upon your need is where you choose which job fairs you want to be a part off. For example if your job openings are for middle level personals then visiting campus fairs or fresher fairs does not really make sense. You may opt for a campus fair or a fresher fair only if you are looking for fresher openings.

Like there is a target audience for every product or brand, similarly you need to focus on fairs that have your target audiences. Even fairs apparently need to have themselves a category to represent as far as job fair type is concerned. These factors add a lot to the success of the event as well considering the point of view of event organizers.

Also, when attending an event like a job fair which is up on quality and high skilled candidates, a good idea is to bring along the decision makers and opt for on spot hiring. Also, if you have a stall at the job fair, it’s important to have team members who with excellent communication and selling skills, who are passionate and energetic and can explain the positions to the prospects clearly and alluringly.

At times companies do invest in job fairs but they rarely make optimum use of the opportunity say experts. Even if the space is a small as that of a table, it still could be used to the optimum for the best of your use. Have a great display with the help accessories just to make that little petite area represent your organization smartly.

Well, in a nutshell, job fairs are a yes, if done properly and have targeted footfalls otherwise not.

*Sourced from Internet

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Questions That Are A Strict No In Job Interviews – A Short Overview

All though job interviews are taken by smart people who have a list of questions to be asked or a test already in place before the interview takes place a good idea is to be aware of certain questions are a strict no as far as job interviews go due to reasons like them falling under the category of being unlawful. Particularly international laws are very stringent compared to India and if you are hiring form the east or while in east, you need to be vary of them because they could land you into a soupy lawsuits that could blow a very big hole into your pocket or even get you behind the bars.

Some of the unlawful questions on the international circuit include the following. Some of them have been asked by many recruiters in their interviews in India. Check the list out -

1. Are you married
2. How old are you
3. Are you gay
4. Do you plan to have children
5. When did you complete your graduation
6. Which country do you belong to
7. Do you know English. Is it your first Language
8. What is your birth place
9. What is your height
10. Do you have any kind of disabilities

Though, there are many more questions that belong to the list, the aforementioned list is just few of them which are still commonly asked in interviews even though they shouldn’t be. Having said that, for people living in India the laws aren’t that stringent and the recruiters could easily do away with asking these questions. Still, ideally it would be good to know about the questions that are illegal in interviews and abide to not asking them as well to set good recruitment standards for your firm or organization.

*Sourced from Internet

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Hiring For Small Business – A Short Guide

It’s not a new in India particularly that small businesses do not have HR practices in place when it comes to hiring employees. The task is at times left into the hands of employees with not much of a recruitment know how. On the flip side with the advent of new technologies, small business now can have the same tools that biggies have and use them to the best of their advantage. Here’s a run-down few tips for small businesses to keep in mind while hiring.

Quality, Quality, Quality – Unlike big business trying to fill up umpteen positions that could run into double figures, small businesses have limited budget and positions and hence the concentration has to be quality and not quantity. Small business need to improvise their hiring methodology.

Facilities and Perks - If you want the best in the business, you need to offer them the same way. Good candidates always have options to choose from and if you have zeroed on some then providing them perks like work from home, a good working environment can certainly help you hire and retain good candidates

Smart Advertising - Traditional advertising is never a cup of tea of small businesses obviously because of the high cost involved around it. But, like technology has made for usage of smart tools to small businesses internet has made way for smart and cost effective advertising. Advertising on internet is effective and if done rightly gives you wonderful results

Last but not the least, the most important point around hiring for small businesses is to understand that primarily the positions are less and every position matters so the main objective while looking out for a suitable candidate is to understand that every candidate that you hire needs to contribute in taking the company or organization northward.

*Sourced from Internet


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A Worthwhile Recruiter Brand - Are You?

Building an employer brand that is strong is much more important nowadays that too when companies are putting all their concentration to increase their visibility online and followers, tweets, shares and likes are known to be of utmost importance. As per reports companies having a strong employer brands tend to reduce their hiring cost by over 43% on a long run. Another study by CEB has revealed that a strong EVP could raise the hire quality by 9% as well as the applicant base by over 54%.

These days the question of EVP development is a common in all board discussions in organizations and companies. This has been useful to some extent but on the flip side has given rise to lot of confusion and complexities around the employer brand creation. Apparently, employers who think that EVP is something that needs to be created then they are treading the wrong path for sure. The fact is that employee proposition always exists in an organization naturally enough so trying to create one could actually backfire and lead to a disconnect within the employees who are adjusted to the natural EVP.

Again trying to portray yourself differently than what you are as an organization also does not work well or help. Instead if you portray the organizations culture as it is, it could help rather. It’s not about being creative but it’s about being true.

Many organizations do not consider EVP much because they think that it could involve a high budget or finances. Apparently, it ain’t and it’s not even a very time taking process and its there in every organization. The only thing that needs to be done is to bring it to life or activate it in a way that there is optimum employee / target audience engagement.

Well, EVP is about staying away from the myths like the ones mentioned above because they do affect the brand negatively and fostering your EVP without much of a spend or money spend. You could choose your methods like surveys or meetings but the tip of the ice berg is being honest and communicate with your employees honestly.

*sourced from Internet

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Hiring For Small Business – A Short Guide

It’s not a new in India particularly that small businesses do not have HR practices in place when it comes to hiring employees. The task is at times left into the hands of employees with not much of a recruitment know how. On the flip side with the advent of new technologies, small business now can have the same tools that biggies have and use them to the best of their advantage. Here’s a run-down few tips for small businesses to keep in mind while hiring.

Quality, Quality, Quality – Unlike big business trying to fill up umpteen positions that could run into double figures, small businesses have limited budget and positions and hence the concentration has to be quality and not quantity. Small business need to improvise their hiring methodology.

Facilities and Perks - If you want the best in the business, you need to offer them the same way. Good candidates always have options to choose from and if you have zeroed on some then providing them perks like work from home, a good working environment can certainly help you hire and retain good candidates

Smart Advertising - Traditional advertising is never a cup of tea of small businesses obviously because of the high cost involved around it. But, like technology has made for usage of smart tools to small businesses internet has made way for smart and cost effective advertising. Advertising on internet is effective and if done rightly gives you wonderful results

Last but not the least, the most important point around hiring for small businesses is to understand that primarily the positions are less and every position matters so the main objective while looking out for a suitable candidate is to understand that every candidate that you hire needs to contribute in taking the company or organization northward.

*Sourced from Internet

Vhire4u - One of the best Recruitment Services in Bangalore