Hiringlink Solutions

STRATEGIC HIRING THROUGH SOCIAL MEDIA We all have one stop when it comes to job seeking and hiring. Yes, it’s SOCIAL MEDIA (LinkedIn, Facebook, Twitter, Google+, Whatsapp, Instagram, Google hangouts, Pinterest, Snapchat and so on...), The acceptance and response is huge in such platforms. Everything gets noticed rapidly and spreads like fire. No wonder why we prefer staying updated on such social boards. Though job portals still dominate the hiring world, social media is no behind.  Using social media to hire is a little tricky and not all would be pro in that. But the results achieved are definitely worth the effort. Important aspect to consider here is that these platforms have different users and serve different purposes. As a hiring representative one should consider the demographics of users of each of these social media. It should be strategically thought when you are planning to hire from social media as the user base makes a lot of difference.  Let’s ...

Avoiding Costly Hiring Mistakes There are differing opinions out there as to how much hiring the wrong person could cost a company. We’ve heard everything from $20K to 6 month’s salary. Regardless it is EXPENSIVE. But it’s not just the monetary cost to the organization; there is also the disruption to operations and the potential for damaging team morale. Here are six BRIOS recommendations to help you avoid a hiring mistake:  Clear Job Descriptions Make sure your job description is accurate, clearly defined and up to date so that a candidate can determine if the role is right for them. Previous Mistakes Learn from previous mistakes and avoid repeating them. Ask yourself why was the last person not a good fit for the job, or why did they leave? Did you provide adequate training? Salary Assessment Use award rates as a guide but get informed on market rates to be competitive. You can use salary surveys services of BRIOS , job boards and...

5 Things You Have to Remember to Do Before Sending Your Resume. If you could choose between a beautifully tailored outfit designed to fulfil all of your fashion dreams or a ready-to-wear baggy tee from some random retailer, which would you pick? That’s a rhetorical question. You’d obviously want that tailored outfit. Did I mention it comes with bespoke pockets? Well, it does. In the age of personalization, we want everything to be made to fit us. So, why would we expect a hiring manager to want anything different when they get a   stack of resumes   in response to a job offer? Whenever a hiring manager posts a job offer, they receive 250+ other resumes on average in response. From that pile, they need to find the one diamond that shines brighter than all the others. How can you expect your resume to shine bright like a diamond? If you send in a generic resume that you didn’t tailor to the job offer? You can’t. Plain and simple. I know, you p...

3 Strategies to Build Successful Recruitment Campaigns The aim of a job ad is to encourage the highest number of high-caliber candidates to click and apply. That’s the only moment of truth for a job ad. However, since studies have shown that an ad is only one piece of the puzzle, now is the time to stop playing the odds with talent sourcing? Candidates will be more likely to click and apply when you actively publish more online about your brand. The majority of people – 75% – are passive candidates, who could be tempted to apply for a new job if the right opportunity came along. Even if you aren’t recruiting for certain roles right now, creating an inbound talent pipeline means you will have hundreds more resumes on file than taking the reactive approach to recruitment. Winning the war for talent means bypass your competitors to find the best people, then recruiting them. This means using the three following strategies, with their respective measures of success: ...

Avoiding the Seven Sins of Recruitment and Selection It’s often been said that our employees are the backbone of every company and organization. In other words, it’s our employees and their productivity, their innovation and their passion that helps to facilitate success in today’s global economy. Talented employees create opportunities to develop new products or services and/or enter new competitive markets. They are also called upon to fill leadership roles and to build synergistic teams. Most of the HR Professionals fail to map out each step of the way or to see how each step is interrelated to making a final determination of the most capable of all the candidates presented. Thus, mistakes can be made at any of the recruitment and selection steps resulting in unexpected and unwanted turnover as well as the potential of making a “wrongful hire.” Let’s take a moment and review some of the elements of a poorly devised recruitment process and the dangers this creates. 1. ...

TIPS FOR IMPROVING THE OVERALL ON-BOARDING RATIO According to a survey, the offer rejection at small and mid-sized (& few large) organizations is close to 40% and at times more than that. It is all because the market today is completely candidate driven where the option lies in their hand to pick or drop any offer anytime (be at what stage of selection they are). Major factors identified are: Another lucrative offer, compensation and benefits, preferred location, family constraints. Patience is one term we can relate it quite well with the recruiters. Be it for sourcing the best candidates, getting them interviewed in everyone’s preferable time (except for the recruiter’s), waiting for the hiring manager’s feedback, waiting for the candidate’s notice period to get over (in case of joining) etc. These are different stages at which the recruiter’s tolerance is tested to its peak. And with all these efforts put in by the recruiters, there is no 100% surety of candidate joi...