Recruitment Strategy: Outining Definition

Defining a recruitment strategy in words can be done in various management jargons by different individuals.According to me putting it in simple words ‘ a recruitment strategy is a method or a framework which takes the process of recruitment  in such a way that qualitative talent pool is added to the organization effectively filtering unwanted candidates out without wastage of time and resources.’

Success of recruitment strategies:

a>   Its mandatory to have a complete know-how of nature of business the organization is into, for the recruiter in order to make the strategy successful

b>   A Recruiter should not fail to position the organization in the job market. For this identifying and having a deep knowledge of competitors is necessary.

cc>    Understanding of organizational culture is a must to effectively design a recruiting strategy.  Promoting the work culture both inside and outside the organization. There is no other strategy effective than word of mouth publicity that begins inside the organization and spreads all over. And, it is the work culture or environment that appeals the potential employees more other than salary or designation. A friendly and conducive work environment not only helps startups in retaining their top performers, but also lures the best talent available in the industry. This works effectively when recruiters seek for referrals. 

d>  The results expected from a candidate should be clearly defined and understood by the recruiter. Unclear objectives can mislead the process of hiring resulting into adding of unreliable candidates.

e>   Expected targets should be linked to the organizational goals. After that only it can be fully stated how much the candidate will value-add to the organization business.

f> Skills required for the job should be clearly defined and adhered while interviewing>   Candidates should be chosen on the basis of results he is capable to yield, rather than merely on skill sets they have.

h>    Recruiter should be experienced enough to identify the appropriate recruitment sources.

i   i> Recruiting for multiple location entails the responsibility of recruiter of taking a professional approach and step be step process else it wills get jumbled up leading to recruiting no-one and the recruitment targets lingering on. Which as a result will hamper organizational growth.

jij> Proper and appropriate interviewing techniques are a must to save time and select proper candidate.

Problems and challenges faced by startups:

We can jot down following shortcomings which results into candidates leving the organisation too early, or placement of misfits:

11>   Hasty decisions in recruiting because of pressure of starting business operations asap: as huge outflow of money is involved with the startups at initial stages this results into necessity of immediately starting business operations. This in turn results into recruiting hastily thereby attracting inappropriate talent.

22>    Lack of experience or no experience of hiring.

33>   No or lesser importance to have a separate HR department in order to cut costs.

4>    Inefficient assessment tools.

5>   If the startup is not clear about its targets on the monthly, quarterly and yearly basis, it cannot set rational targets to employees and neither can it accurately assess the performance of employees. This unsystematic approach regarding and purposes badly affects the appraisal and promotion mechanism. Not only this, it will also lead to haphazard recruiting. Whatever tool employer uses to evaluate the performance of the employees, it gives inaccurate results. These inefficient evaluation methods cause dissatisfaction among the good employees and they start taking less interest in the growth of the organization. 
The recruitment strategy is a driving document for recruitment specialists and HR Recruiters. They do not waste time. They are focused on achieving the recruitment goals of the organization. They understand how goals are defined. The recruitment process is quicker. The decisions are made immediately.

Hope the write – up is useful… happy reading ….

Some Common Mistakes that Leave the Deserving Profiles Too Unnoticed

“It is becoming a cliche to talk about personal brand; but your resume needs to convey that in no uncertain terms”
“Most resume’s dont” ….. says Harward Siedel (partner with Essex partners, Executive coaching firm)

A curriculum vitae is the foremost document which goes even before you even say a ‘hi’ to the HR . It reached there the moment u apply for a job. So it will be a big mistake if we forget that that is the most powerful tool to market our skills to an organisation. But then? Why is it that nearly 80-89% if CV’s are left un-noticed? In-spite of showcasing best of the talents why is that call for interview is not heard or long awaited?
If this is happening with you , that gives an alarm bell  to sit back , review and make some modifications to your CV… o ..oh i should now say your PROFILE..


Some common mistakes that leave the deserving profiles too unnoticed::

–> Gramatical errors in the CV.

–> Too long (Specially for entry level Candidates).

–> You Curriculum vitae starting with “OBJECTIVES” .

–> Focusing more on yourself rather than the employer.

–> Trying to say all the things to all the employers and not being specific to the Job description given       for a position.

–> Focusing on responsibilities rather than results

–>  Mass mailing the CV.

         Today’s job market has witnessed a lot of changes since past few years. aacording to an article published on website — 13 million young people enter the job market each year.  so now you can imagine how challenging it can be to that your profile is made in a way that its handpicked by the HR  amongst so many people.The ways to represent things have been evolving and changing drastically. It is mandatory to tailor this much needed marketing tool to get you the hot seat right in time .
Here are some tips which you can apply surely to upgrade the same;;

1> Be Precise.

2> State the skills according to the job objectives only. do not try to fit in everything.

3> Make the format presentable. gone are those days when cv used to be just an introductory
     document to your work details. It has to be presentable now.

4> Keep your vision clear.

5> Use social media and internet effectively to advertise yourself.

6>  Instead of beginning the CV with ‘Objectives’  try starting off as ‘career summary’.

7> Do not use a language which is too vague.

8>  Focus on results rather than bragging the phrase ‘ I was responsible for…..’.                                           Frankly quoting , an organisation is more interested to what results you can create and what u              have achieved earlier.

Finally since we know that  recruiters just don’t have time time to go through the unwanted stuff and if there comes a place where you are stuck then what to do? The answer is simple. … Hire a resume writing expert .. .. it becomes necessary to do so when you know that…..
one….  You are not getting interviews on our own.

two….   Difficult to jot down things on paper.. imagine for a chartered accountant who works with                    figures it can be mind boggling to pen down the writings for his CV.

three… You dont have time to make a CV..

four….  You are tied up with issues on personal front…

five…   you may have put together all the mandatory features in your CV , but it gives a perfect                      glimpse of 1980’s .

Resume writers are not just professional writers but they are experts in making your profile stand out of the rest of the applicants pool. He/she  would know how to spotlight your most worthy accomplishments because he looks at that with most fresh unbiased eyes.
So leave the worries to him and let him convert your resume into something that makes you out-stand and that looks more professional and approachable.
happy job searching….
Trivikram HR

“About us” in the job description? Recruiters alert……….

Done with the job posting? That reached to a lot of people…. But unfortunately failed to attract the applicants as expected….
In our preceding articles we have tried to bring some guidelines for candidates those who are attempting for a resume remake… Several tips and points to  candidates as to how they should write cv to highlight in a way they can help corporate overcome hurdles at work and handle situations.
Now here’s a twist… this thing goes vice-versa. When a candidate reads your job post he is first looking that what is in it for him to do.
He might be looking for a challenging opportunity, or better salary, or better prospects ,  etc.. so first thing here up is to detail JD and not at first put ‘about us’ section.
lets have a look at a small census:
magine a job post where right in the beginning it starts with ‘about us’ if the first 250 words just cover company description, company reputation, culture etc… but actually what candidate is looking for lies at the end in a few lines. It would immediately disinterest him and create an impression as there is no much for him to do here. and he overlooks it.
 Gist of the thing is .. its advisable to put description of company at the end and focus of opportunity in the beginning… this will definitely give more clarity on the job role and one interested to apply and deserving will be on board soon….You the talent leader/recruiter should take a backseat to the candidate hero and just act more like their guide.