#recruitmentstrategy

[rekrootinginc]

Developing a perfect recruitment strategy is crucial due to many reasons.  This blog will help you understand the market insights

And ways in which you can develop a perfect recruitment strategy.  Read more: https://bit.ly/3u7imHj #recruitmentstrategy#staffingindustry#staffingsolutions

[digigen-technology001]

Smart Decisions Start Here: Top 6 HR Reports You Can’t Ignore 1. Employee Turnover Report What it is: The report focuses on the rates at which employees leave the company over a period of time. Purpose and Benefits: The report outlines the employee turnover trends such as voluntary and involuntary departures and highlights which departments and which job positions lose employees the most. Organizations can consider factors like low morale, poor retention strategies, and changes in business strategies that need to be addressed. 2. Recruitment and Hiring Report What it is: The report provides information about the metrics relating to recruitment and provides facts on the time to hire, cost per hire, and quality of hire. Purpose and Benefits: It assists in monitoring the effectiveness of various aspects of the hiring process, the nonsourcing bottlenecks of the recruitment funnel, and sources of candidates. This enables HR personnel to tighten the recruitment process and lower the recruitment costs, as well as to improve the quality of hired employees. 3. Attendance and Absenteeism Report What it is: The report focused on the tracking and monitoring of late attendance and absenteeism through unapproved leaves. Purpose and Benefits: Enables tracing of the absence or lateness trends and their effects on productivity. The gaps can now facilitate better leave policies, attention on absenteeism reduction, flexible work arrangements, or engagement initiatives. 4. Compensation and Benefits Report What it is: Gives a general outline of how salaries, bonuses, and benefits are allocated with much detail. Purpose and Benefits: Provides a way for equitable pay for different employees and enhances business integrity. It assists in compensation imbalance recognition across different business areas, benefit expenditure evaluation, and monitoring against industry benchmarks to ensure competitiveness for recruitment and retention. 5. Training and Development Report What it is: Measures the level of involvement, completion, and the evaluation of the training held. Purpose and Benefits: Gives information on skills deficit, measure training effectiveness, and employee development. Organizations can improve in relation to employee training so that people have the skills that are important for business, hence improving productivity in the organization as well as foster innovation. 6. Diversity and Inclusion Report What it is: It describes the workforce structure by gender, ethnicity, age, and other diversity measures. Purpose and Benefits: Helps assess diversity projects and the widening gaps. The organizations could use this information to make the workplace more inclusive as required by the law, and enhance employee morale and creativity through diverse input.

📊 Boost your HR strategy with these 6 essential reports! From tracking employee turnover to improving recruitment and enhancing diversity, these insights help you make smarter, data-driven decisions.

CFBR & Kindly share your CV at info@thedigigen.com

📞+91-9811233735/7048915951

https://lnkd.in/gjjEKcx Follow us for more/upcoming opportunities 👆

[draupplatform]

How Draup Transformed the Talent Acquisition Strategy for one of the Largest Retailers in the US

[alliance00]

Navigating the Global Talent Pool: How International Recruitment Agency Can Help

Recruitments can no longer just target locals anymore. In this webbed world today, the talent pool is rightly a global concern where businesses extend operations across all possible global markets and even work nature migrates out of localized areas. Under these scenarios, companies will increasingly need highly skilled workers and are relying heavily on international recruitment agencies as requirements for qualified staff in specific fields continue to multiply. These agencies specialize in the sourcing of talents from various countries, thereby assisting organizations to break through and unlock a more substantial pool of potential candidates. It is in such a scenario that companies will benefit from international recruitment agencies, hence ensuring they remain competitive within the modern marketplace.

The Challenge of Global Talent Acquisition

Global talent acquisition comes with many problems. Firms face competition not only from fellow domestic companies but also from international companies. Because industries are developing, many need special skills that may not exist within a firm's local labor pool. Also, hiring individuals from different countries creates multifaceted complications, such as cultural differences, language, and labor laws between countries.

These issues make the hiring process longer and more complicated. Businesses may have to deal with complexities in hiring from other countries, from understanding immigration policies to handling different payroll and tax systems. Without the right expertise, hiring the best talent across borders can lead to costly mistakes.

This is the point where the international recruitment agency comes into action. By contracting a recruitment agency, businesses can be able to utilize the global pool of talent at their disposal, thus getting the best applicants regardless of location. These agencies have the experience and tools necessary to overcome all the barriers encountered in international recruitment and make it easier to carry out the process.

Expertise in Global Talent Sourcing

International recruitment agencies are particularly specialized in finding talent from a very remote corner of the world. They have an established network and relationships across countries and industries, hence capable of pinpointing the right talent for any kind of job easily. International recruitment agencies are able to identify and connect their clients with the most relevant talent worldwide: if a client needs technical expertise in Asia, creative professionals in Europe, or senior executives in North America.

The company may benefit from the fact that through the international recruitment agency, a very wide cross-section of candidates may be drawn. The agencies maintain databases full of potential candidates who, although not actively seeking employment, stand ready to seize the right opportunity. This opens up a talent pool that cannot be available for business recruitment.

Specialized international recruiting agencies often only focus on such sectors as finance, technology, or healthcare. Focusing only on particular industries is what gives them better insight as to what skills and qualifications it takes to have a success rate in that respective field, thus bringing better matches with employers and clients.

Navigating Legal and Cultural Barriers

The most significant barrier in international recruitment involves legal and cultural issues. Employing people from different countries will involve understanding many labor laws, work permits, visa requirements, and tax obligations. Failure to adhere to these requirements can result in serious legal problems, delays, or fines for the company.

International recruitment agencies would have a high knowledge of all the laws present in different countries, so surely the hiring procedure will be covered under the legal jurisdiction and practices of the local system. All kinds of work permits and contracts are being taken care of by the agency, which leads to a non-problematic and legal recruiting process.

Besides, international recruitment agencies bridge the gap between different cultural expectations and business practices. They are able to offer very valuable insights into how interviews can be conducted, salary negotiation, and approaches to business relationships in various countries. Such awareness of the culture is necessary to ensure that international hires can work well and are well-integrated into the company's workforce.

Minimize Time-to-Hire and Deliver Maximum Efficiency

The most significant advantage of international recruitment agencies is that they increase the speed and efficiency of the hiring process. Recruitment agencies are usually connected through an extensive network with a massive pool of candidates and have processes established for finding the best talent, making them much faster in identification. It shortens the time-to-hire, which can be a key advantage for companies in filling their most critical positions in the shortest possible time.

By contracting the recruitment process to an agency, companies also free up precious time and resources for core business functions. The agency would screen candidates, make initial interviews, and negotiate offers with the selected candidate, thus making sure that only the most qualified candidates are brought to the business. This will enable businesses to stay on top of their operations while at the same time getting the best talent possible.

Conclusion

As the global talent market grows increasingly competitive, hiring skilled professionals from other parts of the world is more important than at any other time. International recruitment agencies help businesses cut through the layers of complexity and all sorts of intricacies that accompany hiring internationally-specific talent and challenges regarding legal and cultural differences. These partner agencies allow companies to tap a much larger pool of talent. They also cut down on some significant time and energy spent on trying to recruit workers. An effective international recruitment agency will help any company build diverse teams that are not only high-functioning but ensure success in today's globalized world. For international recruitment contact,  Alliance Recruitment Agency offers global staffing solutions, specializing in on-site and remote recruitment to meet diverse business needs worldwide. Contact us now.

[globaltalentexchange]

Modern Talent Acquisition: Why In-Person Networking Seals the Deal.

Face-to-Face Wins the Race: Here’s Why.

When it comes to securing top talent, the secret might just be a handshake! 👀 Virtual platforms are highly convenient, but are we overlooking the power of in-person connections? Our latest blog dives into this crucial aspect of hiring. We break down the pros and cons of both virtual and on-ground networking, and reveal why and when face-to-face interactions may still reign supreme when building lasting relationships with talent. This is a must-read if you want to know how to get the best of both worlds. Click here: https://bit.ly/3XSXJJT to Read More

[hiremerms]

Did you know? 

According to Gartner, 76% of #HR leaders say failing to adopt AI solutions like #generative #AI in the next 12 to 24 months will put their organization at a competitive disadvantage. 

Are you also worried about falling behind the competition and missing out on top talent? 

Try HireME ATS for free now: https://www.hireme.cloud/contact-us  

[alarissglobal]

Successful completion of our recent webinar - "From Academia to Industry: Eureka Robotics’ Journey and Global Expansion

🚀 We are thrilled to announce the successful completion of our recent webinar - "From Academia to Industry: Eureka Robotics’ Journey and Global Expansion", between Pham Quang Cuong, CEO of Eureka Robotics, and Joyce Zhang Gray, CEO of Alariss Global! 🎉

A big THANK YOU to all the attendees who joined us. Your participation made it truly special. 🙏

During the session, Pham shed light on the challenges of transitioning from academic research to creating a commercially viable product. He emphasized the importance of reliability and consistency in industrial applications. 🏭✨

Pham highlighted the advantages of partnering with smaller agencies, especially for startups looking to expand into new markets. Unlike big agencies, smaller ones invest significant time in understanding your company. They grasp your value proposition deeply and pitch it effectively to top talent. 📈

A recruiter who understands your company's positioning, talent strategy, and culture can make a world of difference. Pham pointed out how agencies like Alaris offer a higher return on investment compared to larger firms. 💡

For those who couldn’t attend, don't worry! We will be sending the recording to all registrants soon. 📩

We'd love to hear your thoughts! What challenges have you faced in transitioning from research to industry? How has partnering with agencies impacted your startup's growth? Share your experiences in the comments! 💬👇

[spectrumtalentmanagement]

Attracting top talent requires a strategic approach. The 5C's of Talent Acquisition can enhance your candidate experience and hiring strategy and help build a winning recruitment process.

[bizessenceaustralia]

Ever wondered how staffing agencies seem to pull top talent out of thin air? The truth is, it is not magic, it is strategic sourcing!

Job boards are just one piece of the puzzle. At Bizessence, we go beyond the boards to find the perfect fit for your team.

[zappyhireglobal]

Why and How to Track Recruitment Metrics

Recruiting the right talent has always been a strenuous task for companies irrespective of their size, brand, global presence, emoluments offered, etc. Most companies are adopting creative and value-driven recruitment strategies which are quite visible in most social media platforms. But are they really gauging the effectiveness of these efforts? This is something that we need to delve into further. Measuring recruitment effectiveness adds to the hassle since most companies are unsure on why and how to do the same.

If you can’t measure it, you can’t improve it

Create candidate experience:

This is a widely discussed topic nowadays since companies started realising the importance of the same. As per PWC reports, 49% of candidates turned down offers due to bad recruiting experience. Some of the reasons can be unclear communication, lack of timely response, etc. By understanding how to professionalize the recruitment process, companies can deliver an exceptional and ,engaging candidate experience.

Organizational reputation:

Most organizations use their brand name to attract top talent since there is an existing perception about assured job security, exceptional employee benefits, etc. A very few candidates would be willing to apply in companies they have never heard of. But the changing times have proved that even companies with a strong reputation of what they stand for, have started attracting the best talent. Tracking candidate perception about most notable factors like training opportunities, work life balance, culture, diversity and inclusion, etc. helps companies to develop strategies to reinforce the strengths and restore the weaknesses.

Optimize recruitment process:

Most candidates complain about the time taken for progressing into each recruitment step and the lack of an effective feedback mechanism. While analysing the timeline for recruitment of each role, we will be able to find out the exact reason for the same and bring in proper mechanisms to address the issue.

Channel recruitment efforts:

Companies come up with a variety of recruitment efforts which at times involve huge cost. But most of them are unsure on the impact it has created since the effort outcome is not tracked. Analysing the same can give a better idea on creating engaging ads, sources/top channels to attract quality candidates, target audience, candidate application pattern, etc.

Impact of changing times:

We are all going through a different phase of time since the outbreak of Covid, where complete virtual recruitment has become a new normal. How prepared companies were to tackle the situation in terms of technology, is still a question. This new normal is creating new trends across every function which is still an ongoing process. Companies need to foresee these trends and evolve to match the new expectations.

Diversity & Inclusion (D&I):

According to PWC reports, 62% of job seekers are more likely to apply for a job where a company is openly committed to improving diversity and inclusion in their workforce. D&I efforts need to be formulated and implemented based on the business goals which again needs to be tracked for better results.

Understanding the reasons for which we need to track the recruitment metrics is a stepping stone towards success in talent recruitment. There are a bountiful number of metrics which we can track to measure recruitment success. Let’s discuss a few of them which attributes directly to the cause we are working towards.

Recruitment metrics are of two types: Qualitative and Quantitative in nature. While qualitative metrics speak about tracking subjective information, quantitative metrics are more about representation using numbers.

Qualitative Metrics:

Source of hire: Companies need to track the source of each resume like whether the candidate applied through any job boards, referrals, social media platforms, etc. This data helps companies to identify where to focus their recruiting efforts like posting job ads, publishing engaging content, etc., to control recruiting costs and to implement the system effectively. Tips: Tracking each candidate source and analyzing the data is a strenuous task when done manually. So companies need to invest in a good recruitment automation platform which would automate the whole process, thereby delivering meaningful insights to the recruitment team.

Candidate Experience: Creating an exceptional candidate experience is one of the main focus areas for most companies in this present scenario. READ MORE........

[digigen-technology001]

Introducing the "Talent Health Check" Tool: A Diagnostic for Improving Your Hiring Processes

For companies looking to attract top talent and optimize their recruitment strategies, understanding the strengths and weaknesses of their current hiring process is essential. The Talent Health Check is an interactive diagnostic tool designed to give companies an accurate picture of their recruitment efficiency, candidate satisfaction, and retention rates. Here’s how the Talent Health Check works and why it’s a valuable resource for businesses focused on enhancing their recruitment practices.

What is the Talent Health Check? The Talent Health Check serves as a quick, user-friendly tool guiding businesses through an assessment of key areas within their hiring processes. With just a few targeted questions, companies can gain insights into crucial aspects of recruitment, such as speed, quality of hire, and candidate engagement. Once completed, businesses receive a personalized report with actionable tips tailored to their specific needs, empowering them to make data-driven decisions that improve their hiring outcomes.

Key Features of the Talent Health Check The Talent Health Check focuses on three core areas to provide a comprehensive overview of recruitment health:

Recruitment Speed: How quickly does the team move from posting a job to filling it? Candidate Satisfaction: Are candidates satisfied with the hiring process, or are there areas for improvement? Retention Rates: How well does the recruitment process contribute to long-term employee satisfaction and retention? Let’s dive deeper into each of these areas and how they’re assessed.

Assessing Recruitment Speed A fast hiring process allows businesses to capture top talent before competitors do. However, speed should not come at the cost of quality or thoroughness. The Talent Health Check evaluates recruitment speed with questions like:

How long does it typically take to move a candidate from application to offer? Are there specific stages in the recruitment process that tend to be bottlenecks? Based on responses, the tool identifies areas for streamlining, such as automating administrative tasks, setting timeframes for each hiring stage, or using Applicant Tracking Systems (ATS) to organize and accelerate candidate screening. Companies with fast yet effective recruitment processes can reduce time-to-hire without sacrificing the quality of talent they bring on board.

Evaluating Candidate Satisfaction In a competitive job market, the candidate experience can be a deciding factor in whether a talented individual chooses to accept a job offer. The Talent Health Check measures candidate satisfaction through questions that assess the quality of communication, feedback processes, and overall candidate engagement, such as:

Do you regularly communicate with candidates to keep them updated on their application status? How often do you gather feedback from candidates regarding their experience? If candidate satisfaction scores are low, the Talent Health Check provides targeted recommendations for improvement, such as enhancing communication touchpoints, ensuring prompt follow-up, and incorporating AI-driven chatbots for initial queries. Improving the candidate experience can increase acceptance rates and strengthen a company’s brand as an employer of choice.

Reviewing Retention Rates While hiring the right candidate is crucial, retaining them is equally important. High retention rates indicate a successful recruitment process that aligns well with the company culture and values. To assess this, the Talent Health Check includes questions related to:

How long do hires typically stay with the company? What percentage of new hires stay beyond their first year? Companies with lower retention rates may receive recommendations like revisiting job descriptions to ensure clear alignment with role expectations, focusing on cultural fit during the interview process, and refining onboarding procedures. Long-term employee satisfaction often starts with the recruitment process, so insights into retention are invaluable for companies aiming for sustainable growth.

Why Use the Talent Health Check? The Talent Health Check not only provides valuable insights into hiring processes but also engages teams in meaningful, actionable assessments. Here’s why this tool is worth exploring:

Data-Driven Decision Making: The personalized report generated by the Talent Health Check equips teams with data on recruitment strengths and areas for improvement.

Time and Cost Efficiency: By identifying inefficiencies, this tool helps reduce time-to-hire and improve retention, leading to cost savings and a higher return on investment.

Enhanced Employer Branding: A better hiring process contributes to a stronger employer brand, improving reputation and making the company more attractive to top candidates.

Guided Recommendations: Each report includes tailored tips and suggestions, helping teams implement changes that make a real impact on recruitment outcomes.

Get Started with the Talent Health Check The Talent Health Check offers an accessible way for companies to receive high-level insights into their current recruitment practices, helping them make informed decisions that benefit both the business and its workforce. The diagnostic nature of the Talent Health Check not only brings immediate value to teams but also highlights opportunities for growth within recruitment processes.

By engaging in this assessment, businesses can take the first step toward a more efficient, candidate-friendly, and effective recruitment strategy, ensuring that every hire is a step toward long-term success. The Talent Health Check empowers teams with actionable insights and guided recommendations, offering a proactive approach to achieving excellence in hiring.

CFBR & Kindly share your CV at info@thedigigen.com

📞+91-9811233735/7048915951

https://lnkd.in/gjjEKcx Follow us for more/upcoming opportunities 👆

[alliance00]

Expert International Recruitment Agency for On-Site and Remote Hiring

Alliance Recruitment Agency is a leading international recruitment agency offering expert staffing solutions globally. Specializing in both on-site and remote recruitment, they provide tailored services to meet diverse business needs. For reliable international recruitment solutions, contact Alliance Recruitment Agency for comprehensive support worldwide.

[exelahrsolutions]

Rise of RPO: How Will It Affect Your Business? | Exela HR Solutions Webinar

Join Exela HR Solutions for an exclusive webinar, 'The Rise of RPO: How Will It Affect Your Business?' on October 22, 2024, at 4 PM IST. Hear from industry leaders and learn how Recruitment Process Outsourcing can optimize hiring and support business growth. Register today!