While working 9-to-5 jobs is hard work, the process of looking for one is often just as exhausting. You need to craft a good-looking resume, list down your skills and qualifications that make you an attractive candidate, and check hundreds of job postings on classified ads – whether online or on traditional newspapers – until you find the perfect match.
Social media has become a major part of everyone’s lives. Even businesses have integrated social media into their workforce recruitment campaigns, which has considerably helped recruiters get connected to the right talent.
Recruiters and HR professionals sometimes focus on the wrong tactics and use inefficient recruitment platforms. This results in steep recruitment costs, lengthy recruitment processes, and ultimately, employee retention problems.
Hiring exceptional talents depends on an objective workforce recruitment process. However, most hiring practices are laden with different unconscious biases, and companies are spending big money to eliminate recruitment biases to boost diversity and foster inclusiveness in the workplace. But why do diversity and inclusion matter?
A major challenge faced by recruiters is volume recruitment. Volume recruitment also goes by such labels as bulk recruitment, ramp-up recruitment, or seasonal recruitment. All these clearly suggest that it’s all about recruiting in high volumes – a good range would be anything between 5 and 500-plus – especially during busy seasons within a particular industry.
Modern-day recruiters face a new set of challenges stemming from a variety of factors. There’s the pressure of keeping abreast with fast-changing technologies. In some nations, an aging population is a trend that recruiters and businesses have to contend with, not to mention several underlying factors in the social and economic landscape.
Most companies and businesses invest a lot of time, money, and human resources in finding the perfect talents for an open position. A huge portion of the recruitment budget goes into a variety of hiring strategies such as posting job advertisements both online and offline and contracting more headhunters and recruitment consultants. Read More
Sourcing candidates for a job is never an easy task for both the HR department of companies and head hunters. Typically, the recruitment process goes from identifying the vacancy, preparing the job description, sourcing of databases, role marketing, short-listing of candidates, interviewing applicants, and reference checking, to the actual job offer. It’s a long and complicated process, which is why companies enlist the help of head hunters for recruitment solutions.
A study by the Harvard Business Review reported that women are rated higher than men when it comes to leadership competencies —with women outscoring men to the highest degree in taking the initiative and driving for results.
Fortune also summarized a few things that make women great leaders such as they are better than men at empathy; they value reciprocal relationships higher than men do; and they are concerned about cooperation, collaboration, and fairness from even a younger age.